Do\r\nyou know that when it comes to “Personal Branding” you are in a powerful\r\nposition? It’s up to you how effective and professional you are able to create\r\nyour own profile. I’m not just talking about your online presence, which surely\r\nis very important, but there are many other things you also need to consider in\r\nyour daily life when interacting with people in a more personal way. Let’s\r\nfirst focus on your online presence and as to how you can improve your public\r\nimage.
"},"body":{"body":"Do you know that when it comes to “Personal Branding”\r\nyou are in a powerful position? It’s up to you how effective and professional\r\nyou are able to create your own profile. I’m not just talking about your online\r\npresence, which surely is very important, but there are many other things you\r\nalso need to consider in your daily life when interacting with people in a more\r\npersonal way. Let’s first focus on your online presence and as to how you can\r\nimprove your public image:
Remember, personal branding is not just about\r\nwhat people see online about you but also about the way you look and dress, you\r\nact, you communicate and deal with other people. The more effort you invest in\r\ncreating a great brand for yourself the higher your response and referral rates\r\nwill be in the future.
"},"publishedOn":"2015-06-10T13:43:45.870Z"}},{"node":{"url":"recruiting-emails-how-to-maximise-candidates-response-rate ","title":"“Recruiting eMails”: How to maximise candidates’ response rate","description":{"description":"Are you also one\r\nof those people who get bombarded with emails on a daily basis? Now imagine you\r\nhave some great vacancies that need to be filled and you found some highly\r\nsuitable candidates who you want to approach via email. How do you make sure\r\nthat your recruiting email will get instant attention? Here I would like to reveal\r\nmy strategy in tackling this challenging task.
"},"body":{"body":"Are you also one\r\nof those people who get bombarded with emails on a daily basis? Now imagine you\r\nhave some great vacancies that need to be filled and you found some highly\r\nsuitable candidates who you want to approach via email. How do you make sure\r\nthat your recruiting email will get instant attention? Here I would like to reveal\r\nmy strategy in tackling this challenging task.
# 1 – I think the\r\nkey to success here lies in “personalisation”.\r\nI would differentiate my message and email by not making it sound standard but\r\ntailor-made to the candidate. Yes, it will require some more time and research\r\nfrom my side but it will make me stand out and the chances that my messages\r\nwill be read will be much higher. And even if the candidate is not interested\r\nin the job offered, it might still be more likely that the candidate can\r\nrecommend a friend or recommends my recruitment services to a friend who might\r\nbe looking for a job in the future.
# 2 – I would use\r\nan appropriate email address which consists\r\nof my name and my company’s name so that it will not be classified as spam\r\nmessage.
# 3 - The headline is key! This is the first\r\nthing a candidate will see. No matter how great the content of my email is\r\ngoing to be, if the headline is boring or looks like a spam message it might\r\nnever be read. So why should I mess it up at this crucial stage? I would think\r\nof headlines which will increase the reader’s curiosity. For example “Candidate’s name, these are 5 Benefits your\r\ncurrent company doesn’t offer you”, “Candidate’s name, can you really afford to\r\nignore this job offer?” “Forget your current job, watch this and take action!”\r\n“Having you on board would be a great asset”.
# 4 – I’m also\r\nfully aware of the importance of the first opening\r\nsentence before presenting the vacancy in more detail. I would do some\r\nresearch and look for famous quotes which match the candidate’s personality and\r\nthe job I’m offering. For example if “passion and enthusiasm” is a key criteria\r\nfor a certain positon I am trying to fill, then I would start like this:
‘Dear candidate’s name,
Have you already heard this quote? “Enthusiasm is the\r\ndaily food of successful people. It makes ordinary people extraordinary”. I\r\ncame across your profile on LinkedIn and was impressed about your achievements\r\nso far and the endorsements in which many professionals describe you as an\r\nenthusiastic person. You would be a brilliant candidate for a very rewarding\r\njob at a multinational company based in your local area.”
# 5 – I will not\r\noverload the person with information about my own background or my company’s\r\nhistory because it would not make any difference to the reader’s current\r\nsituation or future career. Instead I would focus on the candidate and the job\r\nopportunity that I want to present. I would provide all the relevant details\r\n(job responsibilities, person specification etc.) and try to increase the\r\nreader’s interest by sharing also the benefits\r\nthat the candidate can gain from accepting the new job.
# 6 – I would\r\nshow the candidate that I care about the person and that I did some thorough research about them on Google, Linkedin\r\nand various social media websites. I would mention and talk about something\r\nthat we both have in common (e.g. educational background, companies worked at,\r\nhobbies, interests, places visited, skills, other connections etc.). If I was\r\nnot able to find any common ground I would ask a question about something that\r\nthe person did in the past which sparked my interest. I do strongly believe\r\nthat both these tactics would allow me to establish a relationship quicker. It\r\ndoes make a difference if a candidate has the impression that you made an\r\neffort to get to know them better and are genuinely interested in them.
# 7 – I would\r\nnot limit my email to content in\r\ntext format only. I would provide the candidate also with more insightful\r\ninformation (if available online), such as: links of corporate videos, company’s\r\nand staff members’ photos and employees’ testimonials why this company is “A\r\ngreat place to work”. This insights about the company’s nature and culture can motivate\r\ncandidates to take action and reply to your recruiting email more reliably and quicker.\r\n
# 8 – The\r\nclosing sentence and salutation should also be a bit more creative. Instead of\r\nwriting “Kind regards” or “Yours sincerely” I often write “Enthusiastically”\r\nfollowed by my name. I often got positive comments about it and genuinely\r\nbelieve that the chances of getting a reply are higher.
Sending out standard emails will not help you to\r\nachieve your goal in finding great talent quickly. Remember that the more time\r\nyou first invest in carefully crafting a personalised email in order to engage\r\nwith great talent, the higher your chances are of attracting the right sort of\r\npeople and finally finding the perfect match. It might also help you to create and\r\nmaintain good relationships in the long term.
"},"publishedOn":"2015-06-09T15:56:00.493Z"}},{"node":{"url":"the-art-of-asking-the-right-interview-questions","title":"The art of asking the right interview questions","description":{"description":"One\r\nof the most important lessons I learnt in my recruitment career was that asking\r\nthe right questions and preparing for it effectively was key. The better I\r\nprepared for it in advance and the more effective questions I asked, the more\r\ninformation I was able to gain which then helped me to make the right hiring\r\ndecision. Is it an art to ask the right interview questions?
"},"body":{"body":"One of the most\r\nimportant lessons I learnt in my recruitment career was that asking the right\r\nquestions and preparing for it effectively was key. The better I prepared for\r\nit in advance and the more effective questions I asked, the more information I was\r\nable to gain which then helped me to make the right hiring decision. Is it an\r\nart to ask the right interview questions? I do think so because I learnt that\r\nasking lots of questions alone doesn’t mean that you are doing your job right.\r\nYou need to ask the right questions based on a candidate’s required job competencies.\r\nAnd not just that, you also need to know how to interpret the answers correctly\r\nand be able to read between the lines, something that should not be\r\nunderestimated.
No matter what\r\nposition I had to fill, my guideline was always to find answers to the\r\nfollowing four questions: Is the person able to do the job? Is the person\r\nmotivated to do the job? Is the person manageable? Does the person fit into the\r\norganisation? For each of these four questions I had to ask a series of further\r\nprobing questions. This always helped me to determine if the candidate was\r\nabsolutely the right choice. Research has actually shown that the rate of\r\nsuccessful hires using traditional methods is just 19 %, while with\r\nbehaviour-based interviewing, the percentage is 75.
Many HR\r\nProfessionals believe that past performance is the best indicator of future\r\nsuccess on the job. Questions are crafted so that candidates give real-life\r\nexamples using SAR statements (S: Situation in which the behaviour took place,\r\nA = the action the candidate took to address the situation, R = results of the\r\naction). The goal of the recruiter is to determine that the candidate cannot\r\njust do what they claim they can do, but also have actually done it and can\r\ndescribe specific situations they faced, the actions they took and the results\r\nof their actions.
I always made\r\nuse of this behaviour-based interviewing technique to some extent because these\r\nkind of questions revealed many more insights about a candidate’s skill set,\r\nknowledge or experience. Some examples are: “TELL ME ABOUT A TIME … when you\r\nhad many projects due all at the same time.” Or “GIVE ME AN EXAMPLE OF … when\r\nyou came up with a cost-cutting idea.” Or “DESCRIBE … an innovate idea that you\r\ndeveloped that led to the success of a company initiative.”
Let’s assume you\r\nask two candidates two different questions. Candidate 1: “Are you a good\r\nleader?” and candidate 2: “Tell me about a situation in which you had to lead\r\nmany people to achieve a goal. Afterwards, you also asked “How did they\r\nrespond?”, “How did you keep the momentum going?”, “What was the outcome?”\r\nWhich candidate do you think will tell you more about their experience as a\r\nleader? If you ask structured, open-ended, and probing questions, you will make\r\ncandidates reveal the necessary information that you need to confidently\r\npredict how they are going to perform on the job in the future. You might never\r\nhave a 100 % guarantee for it, however, the chances that a candidate might\r\nperform very well in the future again are high.
Another\r\nimportant point that a recruiter needs to keep in mind is not to ask any\r\nillegal questions which might vary from country to country. In the USA, for\r\nexample, asking “Do you have any disabilities?” is considered as illegal but if\r\nyou formulate the question differently by asking “Can you perform the functions\r\nof this job?” it would not get you into any trouble. It is important to be well\r\nprepared in order to reduce the risk of asking illegal questions without\r\nrealising it and expose the organisation to lawsuits.
Asking questions\r\ndoesn’t end at the interview stage. At a later stage also former employers need\r\nto be contacted and asking the right questions at the right time will again\r\nprove to be valuable in order to make the right hiring decision. Last but not\r\nleast, knowing what, how and when to ask the right questions can also be very\r\nbeneficial for making other important life decisions too. Thus, a skill that is\r\ndefinitely worthwhile learning and applying.
"},"publishedOn":"2015-05-31T19:09:59.147Z"}},{"node":{"url":"how-to-become-an-official-linkedin-certified-professional-recruiter","title":"How to become an official “Linkedin Certified Professional Recruiter” ","description":{"description":"Have\r\nyou already heard about the exam you can take to become an official “Linkedin\r\nCertified Professional Recruiter”? Anyone who is working in the recruitment\r\nsector (e.g. sourcers, recruiters, talent acquisition professionals,\r\nheadhunters, executive recruiters, HR generalists or coordinators) has the\r\nopportunity to gain an additional credential for their professional career.
"},"body":{"body":"\r\n\tHave you already heard about the exam you can take\r\nto become an official “Linkedin Certified Professional Recruiter”? Anyone who\r\nis working in the recruitment sector (e.g. sourcers, recruiters, talent\r\nacquisition professionals, headhunters, executive recruiters, HR generalists or\r\ncoordinators) has the opportunity to gain an additional credential for their\r\nprofessional career. The benefits you will gain are manifold: you can show that\r\nyou are a specialist in candidate recruitment by using Linkedin Recruiter, you\r\nwill learn to hire the right candidate quicker, you increase your knowledge and\r\ncredibility and other colleagues and business partners will perceive you as a\r\ntrusted advisor.\r\n
\r\n\r\n\tThere are three steps that one will have to take.\r\n
\r\n\r\n\t# 1 – Get familiar with “Linkedin Recruiter” and\r\ngain at least 6 months of experience in using it. Furthermore, you will also\r\nneed to gain at least 1-2 years of work experience in a recruiting role.\r\n
\r\n\r\n\t# 2 – Prepare for the exam. You can do that in two\r\nways: a) studying by following the certification curriculum and using various\r\nonline resources such as tutorials, webinars and tip sheets and b) practicing by\r\napplying your skills in your daily recruiting activities. If you have a look at\r\nthe exam objectives you will get a good idea as to what you can expect. The\r\nexam will test your skills with regard to: identifying and engaging talent,\r\nbuilding a talent pipeline, posting jobs, and maximizing efficiency using\r\nLinkedin Recruiter.\r\n
\r\n\r\n\t# 3 – Register for and take the exam which you can\r\neither do online or onsite at a testing centre. You can create a test taker\r\naccount at \r\n\twww.webassessor.com/linkedin.\r\n
\r\n\r\n\tThe exam is offered in English and the length of\r\nthe exam is 90 minutes. You will need to\r\nanswer roughly 60 to 70 questions (multiple choice questions with single or\r\nmultiple responses, matching, and free response). You will find out instantly\r\nafter you complete the exam whether you passed or not. If you succeed in the\r\nexam you will get the exam results, receive your certificate, logo and wallet\r\ncard by email. A unique link will also be sent to you which allows you to add\r\nthe certification to your Linkedin profile. If you want to join the Linkedin\r\nCertified Professional group you will be given the option to do so. But bear in\r\nmind that this certification needs to be retaken every 2 years in order to keep\r\ndisplaying the Linkedin Certified Professional logo and participate in the\r\nLinkedin Certified Professional group.\r\n
\r\n\r\n\tYou might surely want to know how much the exam\r\nfees are. Well, you can pay for it (199 US Dollars or 99 US Dollars in India)\r\nduring the registration process with any major credit card. In case you don’t\r\npass the exam remember that you can retake the exam after 14 days but you would\r\nhave to pay the same amount again.\r\n
\r\n\r\n\tWould you like to know what the experience and the\r\nresults of another company has been so far by getting certified? Here is Bryan\r\nRice, Director, Global Talent Acquisition at Stryker who said “In Q3 2013, we\r\nadded training and certification to our on-boarding process, the team took the\r\nexam by end of 2014. We got a 40 % increase in the #Hires from Recruiter within\r\none year, 70 % increase in the second year.” Now it’s your turn to challenge\r\nyourself and get certified too.\r\n
\r\n\r\n\tIf you have any further questions don’t hesitate\r\nto send an email to: \r\n\tcertification@linkedin.com, they will be able to answer all your queries. Further\r\ndetails can be found at: \r\n\thttps://certification.linkedin.com.\r\n
"},"publishedOn":"2015-05-20T16:53:19.280Z"}},{"node":{"url":"hiring-millennials-what-gen-y-really-wants","title":"Hiring Millennials: What Gen Y really wants","description":{"description":"Generation Y? Millennials? Echo Boomers? Yes, this\r\nis the young workforce who grew up in a world of computers, mobile phones,\r\ntablets, instant messaging, emails and the internet which is constantly\r\nchanging and moving. To be precise, we are talking about 80 million young\r\nadults who were born between 1976 and 2001. Companies have to think about in\r\nwhat way they can attract, hire, manage, promote and retain this new generation\r\nof workers. Strategies, policies and procedures will have to be changed in\r\norder to manage a multigenerational workforce.
"},"body":{"body":"Generation Y? Millennials? Echo Boomers? Yes, this\r\nis the young workforce who grew up in a world of computers, mobile phones,\r\ntablets, instant messaging, emails and the internet which is constantly\r\nchanging and moving. To be precise, we are talking about 80 million young\r\nadults who were born between 1976 and 2001. Companies have to think about in\r\nwhat way they can attract, hire, manage, promote and retain this new generation\r\nof workers. Strategies, policies and procedures will have to be changed in\r\norder to manage a multigenerational workforce.
The general perception of these millennials is that\r\nthey are young, energetic, highly tech savvy, well educated, diverse, team\r\noriented, results oriented, independent minded with an entrepreneurial spirit (according\r\nto a Forbes article 30 % of students started their business at college). Attracting\r\nand hiring millennials will be a real challenge because their view of work and\r\nlife is quite different from past generations.
What do millennials expect from their future\r\nemployers?
A company has a difficult task to manage a\r\nmultigenerational workforce which has different priorities and mentalities. The\r\ncredo of Gen Y is to work smart rather than hard. They consider ‘time’ as only\r\none part of their life which they don’t want to waste.
One area in which companies as well as schools need\r\nto catch up is to train this new generation how to communicate and socialize\r\nwith a diverse group of people who are of different age, gender and background.\r\nThere are too many cases of inappropriate online and offline communication\r\nwhich demonstrate that there is a big lack of communication skills. We can\r\nblame to some extent our high technology-driven environment for that, however,\r\nthere is still hope.
"},"publishedOn":"2015-05-13T10:56:54.347Z"}},{"node":{"url":"hiring-graduates-hire-character-train-for-skill","title":"Hiring Graduates: “Hire character, train for skill”","description":{"description":"Do\r\nyou agree with Peter Schutz, the former CEO of Porsche? He said once in a\r\nwell-articulated way “Hire character, train skill”. More and more recruiters\r\nrealise that it’s not all about just having the right set of skills. Often it\r\nseems that the character of a person plays a more important role when looking\r\nfor the right person.
"},"body":{"body":"Do you agree with Peter Schutz, the\r\nformer CEO of Porsche? He said once in a well-articulated way “Hire character,\r\ntrain skill”. More and more recruiters realise that it’s not all about just\r\nhaving the right set of skills. Often it seems that the character of a person plays\r\na more important role when looking for the right person. The focus lies on the\r\napplicant’s personality, demeanour, experience, drive, adaptability, fast\r\nlearning, problem solving and creative thinking. Specific specialist skills,\r\nknowledge and understanding can be taught and easily be learnt by the person.
We can say that there are two types\r\nof “fresh” graduates: Those who focus entirely on completing their studies and\r\ngaining their degrees and think the corporate world starts afterwards. And\r\nthose who during their studies use the opportunity to gain experiences, extend\r\ntheir network, make use of their skills and earn money in the process too.\r\nWould I have to hire one of them I would always give the preference to the one\r\nstudent who showed to be a multitasker. The one who does not just have a degree\r\n(regardless of what the final grade is) but who gained already some insights\r\ninto the corporate world.
A candidate might have the perfect set\r\nof skills that the company is looking for but still be rejected due to other\r\nreasons. Someone could be the most talented individual but if s/he doesn’t have\r\nthe right values and character s/he will not fit into the organisation.
Imagine there are two candidates – Bill\r\nand Steve - who are attending an assessment week at a company. The result at\r\nthe end of the week is as follows: Bill has all the required skills but does\r\nnot make a good culture fit and doesn’t seem to work hard and in the best\r\ninterest of the company. Steve has a skills gap which the company identified\r\nbut:
Now who would you hire? Honestly, I\r\nhope your choice would be Steve. He proved that his work ethic and attitude were\r\nimpeccable, while his skills gap could easily be overcome by providing him with\r\ntailor-made training. Bill would not have needed any further training but his\r\nlack of commitment towards the company and the poor culture fit could have led\r\nto several conflicts and issues in the long run.
Remember, attitude is not really\r\nsomething you can teach someone, either you have it or you don’t have it. If a\r\ncandidate needs to be reminded continuously – or even forced – to do things or\r\nbehave in a certain way in order to achieve the desired outcome, it is not\r\nsomething that will benefit the company. It’s therefore much more beneficial to\r\nhire people with the right mindset and provide them with training that helps\r\nthem to excel in their future tasks. There are still some open questions\r\nregarding the training offered to Steve that would need to be considered. For\r\nexample:
In the book “Put your mindset to work” James Reed, Chairman of Reed, wrote “I\r\nmight not know which skills will be most in demand in 10 years, but I do know\r\nexactly what sort of people I will want to hire in ten years. Good people, of\r\nintegrity, who are persistent, passionate, energetic, innovative, optimistic\r\nand resilient.” Barry Hoffman, HR director of Computacenter, shares a similar\r\nopinion “Skills can be trained and our industry is fast-moving, so a skill\r\ntoday may only have eighteen months’ currency because the technology moves so\r\nquickly. What we want is the mindset more than skills that may well be out of\r\ndate in as short time.” Or in Warren Buffet’s own words “In looking for people\r\nto hire, you look for 3 qualities: integrity, intelligence and energy. And if\r\nthey don’t have the first, the other two will kill you.”
"},"publishedOn":"2015-05-08T20:43:48.363Z"}},{"node":{"url":"top-10-qualities-recruiters-are-looking-for-in-candidates","title":"Top 10 Qualities recruiters are looking for in candidates","description":{"description":"If someone would ask me “What do you\r\nthink are the Top 10 Qualities recruiters are looking for in candidates?” I\r\nwould say that it is difficult to say since every industry, every company,\r\nevery job, every boss and every job candidate is different. Times are changing\r\nand so are corporate environments. However, there are some qualities (in no\r\nparticular order) that recruiters would appreciate to find in their future\r\nemployees.
"},"body":{"body":"If someone would ask me “What do you\r\nthink are the Top 10 Qualities recruiters are looking for in candidates?” I\r\nwould say that it is difficult to say since every industry, every company,\r\nevery job, every boss and every job candidate is different. Times are changing\r\nand so are corporate environments. However, there are some qualities (in no\r\nparticular order) that recruiters would appreciate to find in their future\r\nemployees.
# 1 – Passion
Every recruiter\r\nwould be happy to have an employee on board who is passionate about his/her job, about\r\nthe company, about the products or services they deliver. Someone who speaks,\r\nlooks and acts like a real brand ambassador. Someone who might easily be able\r\nto attract new clients, who spreads the word about how great it is to work at\r\nhis company, who gets raving feedback from clients about how well he is doing his\r\njob.
# 2 - Motivation\r\n
Every recruiter\r\nwould be happy to have an employee on board who is highly self-motivated. Someone who\r\ndoesn’t need to be pushed or reminded of what needs to be done and how it needs\r\nto be done. Someone who on Fridays looks forward to go back to work on Monday\r\nthinking “I can’t wait to get started with this great new project. Let’s see\r\nwhat I’m going to move this time.” Remember motivation can’t be bought neither\r\ntaught, either you have it or you don’t. Make sure you find out during the\r\ninterview to what extent the potential hire is motivated.
# 3 - Teamwork
Every recruiter\r\nwould be happy to have an employee on board who is a team worker. Having a great team\r\nworker among your staff can have the following benefits for your company: goals\r\nwill be achieved quicker, targets will be met or even exceeded, the work\r\nenvironment will be happier, healthier, more positive and more productive due\r\nto the likability and competence of the employee.
# 4 – Competence
Every recruiter would be happy to have an employee on\r\nboard who is fully competent in his job duties. Someone who knows what, when\r\nand how something needs to be done. A person who can achieve certain results if\r\nclear targets are being set. A person who is also prepared to learn quickly new\r\nskills in order to stay up-to-date within certain industry standards.
# 5 – Communication
Every\r\nrecruiter would be happy to have an employee on board who is a good communicator.\r\nSomeone who knows how to communicate the right way in any situation (no matter\r\nwhether it is verbally on the phone or face to face, in writing emails/letters,\r\nposting on social media or by using body language). There are many examples of\r\nbusiness relationships, deals and jobs that have been lost due to a lack of appropriate\r\ncommunication with others.
# 6 –\r\nFlexibility
Every\r\nrecruiter would be happy to have an employee on board who is flexible with regard to\r\nworking hours, working days, travel commitments and job duties. Someone who can\r\nshow that he will not stop as soon as the clock strikes 5pm, who is also\r\nprepared to work during unsocial hours, who is prepared to travel to other\r\ncities or countries and can stay away from home for some days and who takes on\r\nalso duties out of their official job description is often hard to find and\r\ntherefore very welcome.
# 7 – Problem\r\nsolver
Every recruiter\r\nwould be happy to have an employee on board who is an effective problem solver. Someone\r\nwho knows exactly how to tackle and solve arising problems during certain\r\ntasks. But not just that, an employee\r\nwho is also able to make suggestions to the company as to how other corporate\r\nissues might be solved (even though they might go beyond his own\r\nresponsibilities) is a valuable addition to the team. No doubt.
# 8 –\r\nIntegrity
Every boss\r\nwould be happy to have an employee on board who has a real sense of integrity. Someone\r\nwho is honest with themselves and with others, who doesn’t have any problems in\r\nadmitting their strengths and weaknesses, who is loyal and would never\r\ncriticise an employer or other staff members (previous and current ones).
# 9 –\r\nLikability
Every boss\r\nwould be happy to have an employee on board who is likeable. Someone who has great\r\ninterpersonal skills and can deal with different people (team and management\r\nmembers, suppliers, clients, fans, general public) at all levels at any time.\r\nRemember people want to do business with people they like and they can trust!\r\nSimilarly, recruiters want to hire people they like too (after making sure they\r\nmeet all the other requirements too obviously!).
# 10 –\r\nReliability
Every boss\r\nwould be happy to have an employee on board who can be trusted and relied on no matter\r\nwhat the circumstances might be. Knowing that there is someone there who can\r\ntake charge of certain tasks can be a very reassuring feeling. For example, if\r\na deadline needs to be met within a certain timeframe, or if someone needs to\r\nbe notified urgently, or if a change to something needs to be made in the last\r\nminute, you know that that person will do it. Great feeling, isn’t it?
What can we learn from this? It’s not\r\nenough to know a job inside out but also to have the right character traits in\r\norder to land and carry out a job. Now it’s the recruiter’s challenge to find\r\nout to what extent a job applicant meets these qualities. Good luck and happy\r\nrecruiting!
"},"publishedOn":"2015-04-27T21:12:15.407Z"}},{"node":{"url":"8-no-no-on-how-not-to-negotiate-a-job-offer","title":"8 No-No’s on how not to negotiate a job offer","description":{"description":"Making\r\na job offer to a candidate is not just about giving the person a new job and a\r\nsalary, that is something that many other companies offer as well. It’s about\r\nsharing the same vision, making a good culture fit, letting them know what\r\nbenefit they get from working for your company and in what way this new job\r\nwill benefit their career. If your company has jobs which have room for\r\nnegotiation regarding certain aspects try to avoid the following eight no-no’s.
"},"body":{"body":"Making a job offer to a candidate is\r\nnot just about giving the person a new job and a salary, that is something that\r\nmany other companies offer as well. It’s about sharing the same vision, making\r\na good culture fit, letting them know what benefit they get from working for\r\nyour company and in what way this new job will benefit their career. If your\r\ncompany has jobs which have room for negotiation regarding certain aspects try\r\nto avoid the following eight no-no’s:
# 1 - Sounding\r\ndesperate to hire a hard-to-find candidate
I remember receiving once a call on a Sunday\r\nevening around 9pm from a CEO of a college in London ten years ago who was\r\nlooking for a Business Lecturer. The day and time of his call made me realise\r\nthat he was in urgent need to fill this vacancy. I got invited for an interview\r\ntwo days later and when I got a better understanding about the college and\r\ntheir staff (which this CEO was treating rudely and making them feel\r\nembarrassed in front of me) I understood why it would be difficult to find\r\nsomeone who would feel proud to work for his college.
# 2 – Not\r\ntelling the candidate that the salary is not negotiable.
For low skilled jobs or if your company is facing\r\nan economical tough time it is common that salaries might not be negotiable.
# 3 - Changing\r\nimportant terms and conditions in the last minute which differ from your\r\ninitial promise.
For example, by offering a lower salary, by\r\nreducing the number of entitled days of holidays, by including “flexible\r\nworking hours” rather than the agreed 9-5 working hours etc.
# 4 – Don’t\r\njust discuss the salary, think of all the other perks that your company can\r\noffer.
# 5 - Rushing\r\na candidate into accepting the job offer straight away or without allowing them\r\nto take any further time to think about the offer being made.
A candidate might have also had other job\r\ninterviews in the past days and might be interested in receiving those\r\nfeedbacks too. Furthermore, often jobseekers (who are married and have a\r\nfamily) would want to discuss their potential new job move also with other\r\nfamily members in order to make sure that they are happy about it and agree\r\nwith the decision as well.
# 6 - Telling\r\na candidate all the terms and details of the job verbally but without issuing a\r\nwritten letter of employment.
# 7 – Don’t\r\ntry to cut out the third party.
In case you hired a recruitment agency to help you\r\nfind the right candidate don’t try to cut out this third party by hiring the\r\ncandidate directly without paying the agency their fees.
# 8 - Not\r\nengaging at all with the new hire during the notice period.
If you follow these tips jobseekers will\r\nrealise that they are dealing with a reliable, honest, trustworthy and\r\nprofessional individual as well as a company that they can trust.
"},"publishedOn":"2015-04-22T10:46:39.523Z"}},{"node":{"url":"smart-tactics-for-cold-calling-job-candidates","title":"Smart tactics for “Cold Calling” Job Candidates","description":{"description":"Imagine you are a recruiter who is trying to cold call a\r\ngreat candidate for an IT position within your company. Your goal\r\nis to get his attention, to find out if he makes a good fit and possibly invite\r\nhim for an interview which he will be prepared to attend. These are some\r\nstrategies that will help you to achieve your goals effectively
"},"body":{"body":"\r\n\tImagine you are a recruiter (called Marc) who is\r\ntrying to cold call a great candidate (called John) for an IT position within\r\nyour company. Your goal is to get his attention, to find out if he makes a good\r\nfit and possibly invite him for an interview which he will be prepared to\r\nattend. These are some strategies that will help you to achieve your goals\r\neffectively:
\r\n\tIf you are\r\nable to get the candidate to answer you these questions, you would gain\r\nvaluable insights, for example what John feels unhappy about. You would also be\r\nin a strong position to convince the candidate that working for your company\r\nwould be a great move for his career because you know what positive features\r\nyour company can offer in comparison. Now is your turn to share relevant\r\ninformation about the job and company (position, job responsibilities, team\r\nsize, culture and values, salary packages etc.) so that it makes perfect sense\r\nto John why your job offer is so much more exciting and special than his\r\ncurrent job. Remember that every candidate will ask themselves “What do I get\r\nout of it?” and if the offer sounds highly attractive every candidate would\r\nappreciate an invitation for a job interview hoping to land a better job in the\r\nend.
\r\n\tRemember that the way you\r\nconduct your conversation with a candidate over the phone will have a direct impact\r\non the outcome of inviting the person for an interview and possible job offer.\r\nConsider therefore every call as an opportunity to network and to increase your\r\ncompany’s brand image even if it doesn’t always lead to the desired outcome\r\nstraight away.
"},"publishedOn":"2015-04-18T08:04:19.657Z"}},{"node":{"url":"effective-cold-calling-strategies-for-recruiters","title":"Effective Cold Calling Strategies for Recruiters: What to do before, during and afterwards","description":{"description":"While some HR insiders are convinced that the days of cold calling for recruitment purposes are long gone, there are still many Recruiters who apply this strategy on a daily basis. Here are some steps that Recruitment Consultants can follow before, during and after conducting a cold call which will help them to do it in an effective, professional and successful way.
"},"body":{"body":"While some HR insiders are convinced\r\nthat the days of cold calling for recruitment purposes are long gone, there are\r\nstill many Recruiters who apply this strategy on a daily basis. Here are some\r\nsteps that Recruitment Consultants can follow before, during and after\r\nconducting a cold call which will help them to do it in an effective,\r\nprofessional and successful way.
Before making the cold call:
During the call:
After the call:
Last but not least, if after\r\nfollowing all these steps you are still struggling with making successful cold\r\ncalls you might want to try another strategy: sending out “cold emails” by\r\nproviding a CV for a job vacancy to be reviewed along with some company\r\nbackground information, website and other clients referrals. You could use this\r\nas your first approach which then can be followed up with a “warm call”. The\r\nadvantage would be that you can start to discuss about the candidate straight\r\naway without having to make any further company introductions. Furthermore, it\r\ncould also lead to fill other job openings that the company has.
"},"publishedOn":"2015-04-09T12:30:09.863Z"}}]}},"pageContext":{"skip":170,"limit":10,"pageNumber":18,"hasPrevPage":true,"prevPageLink":"/blog/17","hasNextPage":true,"nextPageLink":"/blog/19"}}, "staticQueryHashes": []}