Those who hire top\r\ntalent out there reap the rewards. As simple as that. The good news is that\r\nmoney is not always a deciding factor if one master the techniques needed to\r\nimprove recruiting process. The bad news is that the labor pool has been\r\nshrinking with the unemployment rate consistently sitting at below\r\n5%. Does it mean that the only\r\nway forward is to “steal“ some animal seduction strategies and perform a sort\r\nof mating dance? Not really. For now, it suffices to get rid of some old\r\nhabits. Forget about rummaging through a heap of CVs and resumes that is a\r\nthing of the past.
"},"body":{"body":"\r\n\tThose who hire top\r\ntalent out there reap the rewards. As simple as that. The good news is that\r\nmoney is not always a deciding factor if one master the techniques needed to\r\nimprove recruiting process. The bad news is that the labor pool has been\r\nshrinking with the unemployment rate consistently sitting at below\r\n5%. Does it mean that the only\r\nway forward is to “steal“ some animal seduction strategies and perform a sort\r\nof mating dance? Not really. For now, it suffices to get rid of some old\r\nhabits. Forget about rummaging through a heap of CVs and resumes that is a\r\nthing of the past.
\r\n\tAnd this is present time:
\r\n\tForget about them and try with something more relevant to the job
\r\n\tA lot of recruiters use some non-conventional ways to\r\ntry and get inside the head of their applicants: the Rorschach test, asking\r\nFreudian questions, even to the point of trying to find out what would be their\r\nanimagus in Harry Potter universe. They do not help because they are not\r\nrelevant and give no proof of the candidate’s skills, character and ability to\r\nfit in the workplace.\r\n\t
\r\n\tInvite them to an Open House event
\r\n\tNot only that this strategy can be seen as part of a screening process eliminating those who do not have enough interest to\r\nshow up, but it can also be used as an indication of how an applicant behaves\r\nin a group setting, how they communicate, interact with their prospective\r\nco-workers etc. It is also an opportunity to introduce potential candidates to\r\ntheir prospective employer: facilities, equipment, corporate culture.
\r\n\tPreferably on Friday
\r\n\tWhy on Friday?\r\nSome companies have reported having their best results when they \r\n\tposted on\r\nFriday, about lunchtime.\r\n\t When one thinks about it, it is logical. Those who\r\nalready have a job but are on the lookout for a new one are the most\r\napproachable on Fridays after the end of their working week. But this alone\r\ndoes not help if an ad is not compelling: gives an insight into why is it so\r\nawesome to work for that company in particular, what it can offer to its\r\nprospective employees.\r\n\t
\r\n\tIt always helps to add a new perspective
\r\n\tLes McKeown, CEO, believes\r\nthat a way to make sure that one hires great people every time is to add a new\r\nperspective. It is quite possible that an applicant who has a great interview\r\nwith one recruiter would not behave the same with other recruiters, so the best\r\noption is to use a hiring panels.\r\n\t
\r\n\tBehaviors are more important
\r\n\tThey say: “Hire for\r\nattitude, train for skill\r\n\t“. If one wants\r\nto select only those applicants who are a great fit for their corporate\r\nculture, \r\n\topen-ended job\r\npostings\r\n\t are the best option.
\r\n\tTo survive in the world where it is getting\r\nincreasingly difficult to attract top talent, one needs to be creative. These\r\nfive recruiting strategies are the first step.
"},"authorName":"Kerrie Haynes","authorBio":{"authorBio":"Kerie is a freelance blogger who navigates through the labyrinth of the Internet, hunts for the nuggets of knowledge to bring to her readers. Using her procrastination time to enlighten internet surfers. You can find her at https://myessaywriting.co.uk/blog/"},"publishedOn":"2017-07-04T08:11:40.190Z"}},"pageContext":{"id":"03e0ed9a-9b39-53df-b8ec-d83f347ec8e3"}}, "staticQueryHashes": []}