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.
Did you know that 44 % of people go to sleep with their mobile phones next to their bed because they don’t want to miss any updates, calls or messages during the night? Searching and finding great talent via mobile recruitment strategies is just one option.
In times of Social Media and the internet does it still make sense for an organisation to participate at a Job Fair? Yes, because it gives companies as well as jobseekers the opportunity to meet face to face without having to book for any appointments. It allows you to make effective use of your time by meeting a large number of people at the same place in a short period of time
In recent years recruiters have realised that their role to search, select and hire new talent has changed to some extent. A recruiter needs to look at his recruitment challenges from a marketer’s perspective: thinking and acting like a marketer. Creating and maintaining an excellent Employment Brand is one of many companies’ goals. This task should be conducted by the recruitment team but also supported by the marketing team.