There is no doubt about it: putting candidates through an assessment centre experience will reveal more about them than meeting them in your office face to face. Fact is that often organisations choose this approach mostly for managerial jobs and graduates and not for every single vacancy that they need to fill.
Imagine … you are conducting an interview and you come across Bob, 24, Graduate from a well-established university. You invite him to participate in a technical test in order to find out the level of expertise he has on several programming languages. You notice that he works quickly, pays attention to detail and according to the test result has highly advanced technical skills. You think “This is the one I really need in my team!” The interview process continues and then you meet your last candidate. Her name is Monique, 27, a passionate self-taught web designer who comes across as a very likeable person with good soft skills. Her technical test result was not outstanding, nevertheless it was good. You decide to choose between these two candidates. You invite both to an in-house “Experience Day” hoping that after spending some more time with them you will be able to make up your mind who to hire.
Imagine… you have 6 candidates to interview for one job. For each applicant you have only 40 minutes at your disposal and there are hundreds of interview questions you need to choose from. What are the right questions that will help you to determine who the most suitable candidate is? Here are my favourite Top 10 Questions.
We all know it - communication skills are the most important skill in today’s corporate world regardless in what industry someone is working in. Recruiters expect jobseekers to have great communication skills but how good are recruiters in communicating with their great talents, colleagues, clients and team members?
Don’t ever think that marketing a company is limited to the Marketing Manager only. Whether you realise it or not: every single employee is to some extent a marketer for their company. However, an HR Manager has not just the task of interviewing and hiring people but to make sure that the image of a company is at all times positive. There are many ways on how recruiters can harm their own company’s reputation.
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.