If you are responsible for hiring, it would be wise to do some reference checks. In this case make sure that you have the candidates’ permission to do so. You can either do it on your own or you can contact a company that will check references for you and provide you with a report.
In my previous blog post I mentioned five strategies as to how an interviewer can find out to what extent a job candidate is motivated. In this blog post I would like to give you some further ideas.
Nowadays the business world is highly competitive and there is no shortage of talent for various job roles. The question is: How much does a CV really reveal about a job candidate’s level of motivation? A Hiring Manager would have to meet or talk to the jobseeker in order to find out. I would like to share some of the strategies that you can apply when faced with this challenge.
Did you know that according to a CareerBuilder article “Job postings with video icons are viewed 12 % more than postings without video? On average, CareerBuilder customers receive a 34 % greater application rate when they add video to their job postings.”
If you want to hire top talents you need to look beyond traditional hiring practices. It’s time to get creative! In this blog post I would like to suggest some more unusual ways of attracting top candidates.
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.
We've just launched a new feature that allows recruiters to collect candidates feedback on the assessments they've been assigned.
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? If so, I will highlight what makes you stand out.
I’ve just released a new feature for Skillmeter that lets recruiters customize the notification emails that go out to candidates.
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.