We see candidates make the same mistakes… mistakes easily avoided if only they knew how we think and operate. In an effort to end some of the frustration experienced on job seekers’ side of the hiring process, we’ve compiled a list of things we wish all candidates knew:
[Several clients] want to compare top candidates before making a [hiring] decision. We’re losing great candidates because it’s taking too long to find more candidates to compare. How do I help them understand we need to move smarter and faster?
The cost of recruiting, hiring, and onboarding a new employee can be high – but well worth it for the right hire. But what about the cost of the wrong hire?
With the number of job openings nearly double the number of unemployed persons and record-setting quit rates, job seekers have more options than ever before. They have high expectations, and if your recruiting and hiring process falls short, they’re going to walk.
Still searching for that unicorn candidate? You know, the one whose resume sparkles with the perfect qualifications and turns every project they touch into gold from the moment of hire? If so, you’re not alone in your quest… but you’re also not alone in your efforts coming up short.
Company culture remains a hot topic. It encompasses a company’s basic core values, workplace norms, communication styles and even decision-making processes. Culture begins with the HR department and management team, as they directly impact the dynamics of a work environment.
Recruiters engage with multiple candidates for a variety of job positions on a daily basis. Over the course of their careers, every recruiter comes across a situation or two that they’ll never forget. With Halloween right around the corner, we’ve complied some of the craziest recruiting nightmares we could find.
In an effort to help job candidates get a better idea of some interview do’s and don’ts, we asked our team what job seekers do that annoys them the most.
Running a small business has plenty of challenges to contend with, but finding the right talent doesn’t have to be one of them. Use these tips to enhance and tailor your recruiting strategy to make the talent acquisition process as streamlined as possible so you can focus on your core business.
The first days, weeks, and months are crucial to the success of your new employees, making your onboarding strategy extremely important. Creating an effective onboarding process starts with knowing the most common mistakes and how to avoid them.
With unemployment still at record levels, you would think that recruiting would be easy right now... but nothing could be further from the truth. The pandemic caused by COVID-19 has caused a ton of challenges that many companies are struggling with. However, these three easily to implement tactics can help to give you a leg up on the competition.
It’s impossible to know for sure you’re hiring the best person to fill that open position, but by doing thorough research, involving your team, and conducting working interviews, you can put yourself and your organization in the best position possible when hiring.
Whether you’re new to the game or are just starting out, keep these ‘7 Deadly Recruiting Sins’ in mind and use them to help determine your attitude, mindset, daily activities, and goals as well as preserve your reputation as a great partner for job seekers.
Employee handbooks that are purposeful, detailed, and well-written have the ability to minimize many of the HR challenges business owners dislike taking on.
Recruiters look at their relationships with job seekers as partnerships, not one-sided transactions, and so we wanted to offer some of the key things recruiters wish job seekers realized to make the most out of working together.
Like most employers, you want to see a variety of additional candidates before making a final hiring decision.
While we agree that interviewing different candidates is the best way to ensure you’re making the best hiring decision, we believe wanting to keep seeing more candidates is a mistake… here’s why:
When filling an open position, it can be difficult to know which candidate is the right one. Unfortunately, there’s no way to know for sure which candidate is the “right” one until they’ve spent some time in the role, but there are some signs to watch for that show the candidate might be a great fit.
Employees want to be thought of as people with individual needs, not cogs in the machine. You’ll gain productivity and boost engagement by offering a safe and healthy workplace and putting yourself in employees’ shoes. Adapt your approach to hiring to address these factors, and your recruiting job is likely to get a little easier.
Having an understanding of your turnover rate is an essential part of any HR function – monitoring the movement of employees out of your company will allow you to better minimize the causes of turnover and increase your employee retention.
While there’s no single formula or questionnaire for perfectly assessing every candidate for each position you need to fill, there are some key questions to ask yourself about every candidate you interview.
It’s a constant challenge to stay ahead, especially in today’s employment market. Filling your open positions is harder than ever considering the low Unemployment Rates and large number of job openings you’re competing with.
As these and other changes are put into action by more and more employers, it will become easier for recruiting and staffing agencies to attract and retain the qualified talent clients are looking for.