Do you know that when it comes to “Personal Branding” you are in a powerful position? It’s up to you how effective and professional you are able to create your own profile. I’m not just talking about your online presence, which surely is very important, but there are many other things you also need to consider in your daily life when interacting with people in a more personal way. Let’s first focus on your online presence and as to how you can improve your public image.
Are you also one of those people who get bombarded with emails on a daily basis? Now imagine you have some great vacancies that need to be filled and you found some highly suitable candidates who you want to approach via email. How do you make sure that your recruiting email will get instant attention? Here I would like to reveal my strategy in tackling this challenging task.
One of the most important lessons I learnt in my recruitment career was that asking the right questions and preparing for it effectively was key. The better I prepared for it in advance and the more effective questions I asked, the more information I was able to gain which then helped me to make the right hiring decision. Is it an art to ask the right interview questions?
Have you already heard about the exam you can take to become an official “Linkedin Certified Professional Recruiter”? Anyone who is working in the recruitment sector (e.g. sourcers, recruiters, talent acquisition professionals, headhunters, executive recruiters, HR generalists or coordinators) has the opportunity to gain an additional credential for their professional career.
Generation Y? Millennials? Echo Boomers? Yes, this is the young workforce who grew up in a world of computers, mobile phones, tablets, instant messaging, emails and the internet which is constantly changing and moving. To be precise, we are talking about 80 million young adults who were born between 1976 and 2001. Companies have to think about in what way they can attract, hire, manage, promote and retain this new generation of workers. Strategies, policies and procedures will have to be changed in order to manage a multigenerational workforce.
Do you agree with Peter Schutz, the former CEO of Porsche? He said once in a well-articulated way “Hire character, train skill”. More and more recruiters realise that it’s not all about just having the right set of skills. Often it seems that the character of a person plays a more important role when looking for the right person.
If someone would ask me “What do you think are the Top 10 Qualities recruiters are looking for in candidates?” I would say that it is difficult to say since every industry, every company, every job, every boss and every job candidate is different. Times are changing and so are corporate environments. However, there are some qualities (in no particular order) that recruiters would appreciate to find in their future employees.
Making a job offer to a candidate is not just about giving the person a new job and a salary, that is something that many other companies offer as well. It’s about sharing the same vision, making a good culture fit, letting them know what benefit they get from working for your company and in what way this new job will benefit their career. If your company has jobs which have room for negotiation regarding certain aspects try to avoid the following eight no-no’s.
Imagine you are a recruiter who is trying to cold call a great candidate for an IT position within your company. Your goal is to get his attention, to find out if he makes a good fit and possibly invite him for an interview which he will be prepared to attend. These are some strategies that will help you to achieve your goals effectively
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.