Whether you’re a recruiter or a hiring manager (or you’re checking out what recruiters and hiring managers are thinking when you’re starting your next job search), finding the right candidate for an opportunity can be challenging at best. And reading between the lines on resumes, getting the most from interviews, and closing the deal – all have their challenges.
So to help you through this process I’ve pulled some of the top blog posts that relate to this subject to help you handle your most challenging issues and get the hire done.
First off let’s go to Spark Hire a source of video interviewing solutions.
60 percent of candidates take into account an employer’s reputation when applying for jobs and 68 percent of job seekers will accept a lower salary for a company that makes a great impression
three in five Americans would rather spend a night in jail than go without benefits like health insurance, 401(k), and paid time off
top three reasons people change jobs are a lack of opportunities for advancement and dissatisfaction with the company culture and leadership
For recruiters, hiring managers, and candidates – here’s eight questions that are on everyone’s mind these days. Be prepared to ask or answer these.
This is an area that many hiring managers struggle with. Being that they aren’t interviewing experts or HR professionals, getting an honest answer can be tough. Finding out in the first 90 days that the candidate isn’t what they respresented is more painful.
Asking the unexpected:
- The Magic Wand (“if you had a magic wand & could improve 3 things about your current job) – the best predictor of future behavior is past behavior!
- The Fly on the Wall (“tell me about a time when you handled a situation at your job poorly) – a subtle way to dig deeper into the candidate’s working style and leads you to focusing your time and energy on qualified candidates
- The Most Difficult Experience (tell me about the most difficult experience you ever handled on the job) – probes for problem-solving and interpersonal skills
New to the recruiting business? Check out the ideas in this post. A couple high points are:
There is a secret formula about success in recruitment…lots of appropriate activity.
Never ever mess with your reputation.
Want to know when to cut things short? Like a first date that isn’t going well, knowing when to wrap up the interview or move past a candidate will save your energy and time for candidates who are a better fit.
…if your candidate’s questions stop after asking details in the pay and benefits, then this is a red flag.
Recruiter.com drives top talent to companies that want to hire them. Their Job Market distributes open jobs from employers to the largest network of recruiters on the planet.
Their centralized platform serves as a single point of contact for job seekers, recruiters and hiring managers.
These days there are more remote workers and remote contractors that are required to get the job done. Much of this is due to the specialized nature of the tasks at hand and the technology now available to make remote working a viable option for companies.
We look for people that are self-starters/have a high degree of independence, value continuous learning, and are receptive to feedback…
Previous work-at-home experience is a plus, especially if they’ve done it for a long time…
Undercover Recruiter Undercover Recruiter is the #1 recruitment and career blog in the world.
Preparing for, performing in, and handling the post-interview process is critical to both a recruiter or hiring manager’s effectiveness and the same with candidates. Check out some useful tips here.
More than one in five hiring managers surveyed by CareerBuilder say they are less likely to hire a candidate who didn’t send a thank-you note. – Career Builder
I think every recruiter on the planet wants to give their candidates a first-class experience, but we have limited resources. If you’re too aggressive or unpolished during the interview process, companies will think, ‘Wow, this person is going to be really high maintenance if we do hire them. Pass!’” – Brazen
69 percent of recruiters have had to increase salary offers due to negotiations
More than half of recruiters say lack of qualified talent is their biggest obstacle
78 percent of recruiters find their best candidates from referrals
If your hiring process isn’t yet accounting for the Millennial workforce you need to get on board. Despite the bad rap, Millennials are an ever-growing and highly talented hiring pool you don’t want to ignore. Here’s how to get more from your Millennial hire opportunities.
Millennial workers are some of the most multi-talented employees. While a candidate may have majored in engineering, he may have also taught himself HTML and CSS, have a side hustle doing graphic design and run his own industry blog.
Brazen. Everyone deserves a job they love.
What are candidates looking for these days?
According to CareerBuilder, one in five employees plan to change jobs in 2016
65% of workers ranked “job stability” as the most important factor when choosing a new job.
Glassdoor found that 96% of job seekers say that it’s important to work for a transparent company
Whether you’re new to this recruiting, interviewing, hiring process or a grizzled veteran, the field is constantly evolving. You need to continue to bring your “A” Game – just as the candidates need to evolve themselves too.
Now go make that next hire happen! Like what you see? Please share and like on your social networks.