![](\"https://s3.amazonaws.com/cdn.skillmeter.com/blog/notifications.png\")
\r\nCompanies have realised that they need to promote their jobs the same way as they market their services and products, if they want to keep their competitive edge. There are different strategies that a company can apply in order to attract passive candidates, those employees who are working but don’t necessarily plan to change their jobs.
Companies have realised that they need to promote their jobs the same way as they market their services and products, if they want to keep their competitive edge. There are different strategies that a company can apply in order to attract passive candidates, those employees who are working but don’t necessarily plan to change their jobs.
15) Every time you come across some candidates’ references consider also those as potential hires for the future.
We've just launched a new feature that allows recruiters to collect candidates feedback on the assessments they've been assigned.
"},"body":{"body":"We've launched a new feature that allows you to collect feedback from your candidates on their assessments. At the end of the\r\nassessment, the candidate will be presented a form and is required to rate the\r\nlevel of the assessment by chosing one of the following options:\r\nEasy/Medium/Difficult. He can also leave\r\nan comment of he wishes to do so.
\r\n\r\n
This is valuable for recruiters that want to measure how the\r\ncandidates perceive the assessment level versus their actual score. It can also be a good indicator to see how\r\nthe assessment is rate globally.
\r\n\r\nTo activate the feedback form, ensure the field “Require Feedback” in the new candidate screen is checked. By default, we’ve configured Skillmeter to\r\nhave this always checked.
\r\n\r\nPlease see below how the candidate will see it (at the end of the assessment).
![](\"https://s3.amazonaws.com/cdn.skillmeter.com/blog/feedback.png\")
\r\nWould you like to work as a Recruiter? Do you want to know what the top 15 qualities of a great recruiter are? Are you already a recruiter but would like to know if you meet all the requirements? If so, I will highlight what makes you stand out.
Would you like to work as a Recruiter? Do you want to know what the top 15 qualities of a great recruiter are? Are you already a recruiter but would like to know if you meet all the requirements? Then don’t miss to read this blog post in which I would like to highlight what makes you stand out.
For a Recruitment Consultant it is important to be a great listener. Only if you listen carefully and thoroughly to both, the jobseeker and the client, you will be able to understand what their needs are. The more you listen to them, the more you will find out. The more you ask them, the more you will know. So, the better you know what the client and jobseeker are looking for, the easier it will be to find the perfect match. This will allow you to make better decisions and find the perfect match over and over again.
Having great time management skills is essential because certain positions need to be filled urgently and getting your priorities right is paramount.
Sometimes you will need to be very flexible and patient because candidates or clients might want to reschedule their interview dates in the last minute.
Companies and jobseekers don’t just rely on one source for filling their positions or finding a job but multiple sources. Who acts quickly will therefore win in the end. The worst that can happen is that in the last minute a company might tell you that they already found a candidate or the candidate already found a job in another organisation. Thus, it’s not size that nowadays matters but speed.
Nowadays also being familiar with various social media recruitment strategies and IT technologies will give any recruiter an edge and proves that you are a professional who keeps up with current trends and technologies.
I’ve just released a new feature for Skillmeter that lets recruiters customize the notification emails that go out to candidates.
I’ve just released a new feature for Skillmeter that lets recruiters customize the notification emails that go out to candidates.
You can modify the subject line and the message itself. All tags that are between brackets {} will be replaced by Skillmeter with the actual values before the email is sent. Only {test_center} and {pin_code} are mandatory as they are needed to inform the candidate where to go to take the test and what is the PIN code that was generated for him. Everything else is optional and can be kep or not depending on how the message is personalized.
Click on the screenshot below to see what it looks like:
\r\n\r\nImagine you are a recruiter and you need to find 3 candidates for various roles in your company within the next 20 days. What strategy would you apply to meet this deadline and target? Recruitment via social media networking websites is the first thing that would cross my mind hoping that the company has already set up an account on various social media websites and has some followers, fans and connections to be proud of. More and more companies realise how effective and quick it can be to find great hires.
Imagine you are a recruiter and you need to find 3 candidates for various roles in your company within the next 20 days. What strategy would you apply to meet this deadline and target? Recruitment via social media networking websites is the first thing that would cross my mind hoping that the company has already set up an account on various social media websites and has some followers, fans and connections to be proud of. More and more companies realise how effective and quick it can be to find great hires.
I am happy to announce you that Skillmeter is a partner of the Social Recruiting Strategies conference that will take place in Chicago, July 23-25. Read the article for more details about the conference, how to register and how to benefit of the 15% discount thanks to this partnership.
I am happy to announce you that Skillmeter is a partner of the Social Recruiting Strategies conference that will take place in Chicago, July 23-25.
Register now and use the code Skillmeter15 for a 15% discount!
Top 10 benefits of attending the conference:
![\"Social](\"http://socialrecruitingstrategies.com/assets/images/chicago2013/banners/chicago-468.gif\")
Social Media does not just affect peoples personal lives but also plays a key role in business nowadays. A company has many ways to find new talent and social media is one strategy that a company should not miss out on. The recruitment industry is changing and this due to technology.
Social Media does not just affect peoples personal lives but also plays a key role in business nowadays. A company has many ways to find new talent and social media is one strategy that a company should not miss out on. The recruitment industry is changing and this due to technology. I would not be surprised if in the future recruiting via social media would be the only and key strategy a company would choose in order to attract new talents and great hires.
Let’s have a look at the benefits that social media can offer:
1) It raises brand awareness: With millions of internet users on Facebook, Twitter, Linkedin, Pinterest and Google+ the visibility of your company will definitely be increased and so will the jobs, which will be noticed by a big number of qualified candidates. It will also show to the online community that the company is following trends of social networking.
2) It is cost-efficient: In comparison to other traditional job advertisements the recruiting-related transactional costs are lower. A company can put the money that would have been spent on using traditional recruitment sources towards social media recruitment strategies and the implementation of various tactics.
3) It increases the quality of hire: People who know how to use social media are considered early adopters and are highly in demand in today’s job market as they are perceived as being more technically savvy and innovative.
4) It gives the opportunity to reach passive candidates: There is potential that candidates who are actually not actively looking for a job (so called “passive candidates”) might consider to change their jobs when coming across an interesting job ad online. You could get in touch with candidates whom you might have never found and who may never have found you using other traditional recruitment methods.
5) It improves referrals: If having and encouraging referrals works in business, why not also using it in the recruitment process? It is a very effective method to use various social media sites to spread the word about current job opportunities.
6) It is quick: The speed at which information travels online is amazing. A job description can easily be published on the corporate website and employees can circulate the link on various websites. Job candidates and recruiters can interact with each other in a quicker, easier and less formal way. Job vacancies can be filled faster and that helps to lower the time-to-hire considerably. It is paramount for both parties (jobseekers and recruiters) to act quickly since both might have multiple options to choose from.
7) It gives employees more company ownership: If every employee is involved in the recruitment process (regardless of the position and the department) and allowed to spread the word quicker and wider by tapping into their own social networks, it will give them more company ownership. There are companies who introduced referral systems for their employees to reward them if they are able to find the right candidate.
8) It gives a good culture fit for the organisation: If the potential candidate would already have a connection with one or some of the company’s employees it would help to ensure that the new hire would be a good culture fit for the organisation.
9) It gives you a competitive edge. Having a corporate social media presence gives you a competitive advantage over those companies that are not there yet.
10) It gives you a better candidate screening. More and more companies use social media websites to check their candidates’ backgrounds. A survey conducted in 2009 by CareerBuilder showed that 45 % of Hiring Managers did so. This information allows you to shortlist your candidates in a more effective way.
11) It increases employees productivity. According to some research social media websites can build closer links among employees and potential clients. Furthermore, it can also boost productivity and innovation.
12) It allows to send more impactful messages and get higher response rates. Since usually you must be invited before you can send a message to someone, using social networks to communicate can show better response rates because it is considered as more credible and authentic than traditional approaches.
In a survey conducted in 2010 by Jobvite 14.4 % state not to use social media for recruitment purposes. The reasons for this could be that some organisations don’t know how to get started with social media, or feel that they don’t have the required resources, don’t know how to do it effectively or think that it is not worthwhile. As we have seen from this list there are many benefits that can be gained from considering social media as a recruitment tool.
Imagine ... today is your first day at work as a Recruiter and one of your first priorities is to hire three new employees in different departments. How would you go about it? What strategy would you choose to make sure that you find the right candidate for each job? In this blog post I would like to share my personal 5 secrets which helped me to succeed as a Recruiter.
Imagine ... today is your first day at work as a Recruiter and one of your first priorities is to hire three new employees in different departments. How would you go about it? What strategy would you choose to make sure that you find the right candidate for each job? In this blog post I would like to share my personal 5 secrets which helped me to succeed as a Recruiter.
#1 Ask yourself the 4 crucial questions
Turning up on time for an interview, being well-mannered, well presented and best prepared is nothing special anymore, it will simply be expected from a good job candidate. One has therefore to offer more than that. In my hiring process I always focused on the following four questions:
I learnt that a person can be able to do the job but might lack of motivation and not perform his tasks to its full potential. A candidate might be highly motivated but might not have the skills or the required knowledge in order to do the job properly. A person might feel so senior and experienced that it might become difficult for him to follow another supervisor’s instructions and therefore be less manageable. And last but not least, a professional might be able to do the job, be motivated and manageable but might not fit in the company for various reasons. The best hires I made in the past were always those that answered my 4 questions with a YES.
#2 Meet at different places, more than once
Every time I presented a good candidate to a client I wanted to make sure that I met the person more than once and that possibly at different places. The benefit from this experience was that it allowed me to meet the person one or two more times in a different environment, which helped me to get to know the person in a different way. I must say that often it was a quite revealing, eye-opening experience which I can only recommend. I used to take out candidates for lunch, for a coffee at a cafe or for a walk in a nearby park. Sometimes I came across candidates who made a great first impression at the first interview in our corporate office but who were not consistent at the following series of interviews. They did not look, act and present themselves the same way as they did the first time. Some candidates had the tendency to act less professional, to dress down, to be rude to waiting staff, to talk about their personal problems or to take phone calls while the interview was going on. These were the reasons why sometimes I did not put certain candidates forward to any other interviews. I learnt that if I would have conducted the interview just in an office environment I would have never found out about certain personality traits of my candidates.
#3 Involve others when deciding
When I was working as a corporate recruiter and had to fill some internal vacancies it always proved to be an effective method to conduct panel interviews as a second or third interview. Listening to other colleagues’ opinions helped me to look at a candidate in different ways. They sometimes made me aware of things I was not aware of. Furthermore, allowing a candidate to meet his future team members and giving them an opportunity to interact with each other will give everyone the chance to find out whether the chemistry between them is good or bad.
Pret-a-manger, for example, the high-street sandwich and coffee business, has a very effective way in finding the right team members. The candidate will be invited to an “Experience Day” which allows both parties (the jobseeker and the company) to check each other out. At the end of this one-day event the whole team has a say in whether a candidate will be offered a job and taken aboard or not. A company can benefit from such a strategy in two ways by finding out: 1) How good does a candidate perform? How does he cope in different situations? How motivated is he? and 2) Is the person a team player? How well does he get along with other work colleagues? I find this method particularly effective because job interviews of one, two hours conducted in an office will never give you the same insight about a person’s abilities and motivation. Thus, seeing a person in action for a whole day and getting feedback from so many other people working in the same company can really help you to take the right hiring decision.
#4 Don’t forget the “PASSION” Factor
I remember an episode where I had to hire a Chef de rang for a 4-star-hotel in Italy and there were two equally good qualified candidates. It was not an easy decision because they had very similar educational backgrounds, the same qualifications and almost the same number of years of work experiences. What made me decide for Candidate 2 over candidate 1 was “The PASSION Factor”. He had a special spark in his eyes that did not need any further explanations to describe his excitement for that job. I would always choose the more passionate person if all the other requirements are equal. I am a strong believer that someone who is passionate does not need to be motivated and is a self starter and that can give a person a very powerful edge.
#5 What about the Jobseeker’s questions?
I always judged a candidate not just by how well he answered the interview questions but also by the number and quality of questions asked by him. Answering questions well during an interview is a crucial part of the hiring process but listening to the jobseeker’s questions can also tell you a lot about the person. I used to assess my candidates by asking myself: Did the person have any questions at all? If so, how many questions? How much research did a candidate make to come up with really smart questions?
Nowadays there are many resources available about recruitment from which one can learn, but I do believe that often you need to make your own personal experiences in order to find out what method works best for you.