Hiring Advice |
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It is important to prepare a formal task plan to guide yourself through the search for Mr. or Ms. Right. This guide serves as a road map in developing the proper approach to conducting research suitable to the particular assignment. The task plan need not be voluminous or complicated. Its purpose is to define the various activities and sources of information to be used in completing the research. + read more
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To be a good hunter in the recruitment process, you must be both a good judge of character and a good researcher. For research is the backbone of the search process, involved in almost every step. + read more
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Employers and the human resources department in any organization are always worried and under continuous pressure to spot talented employees within a quick time frame – not years or months, but in weeks. However, the task is immensely complex for the uninitiated and mistakes, which may be more frequent than either admitted or desired, affect the bottom line of business every day. + read more
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A veteran Texas banker, B.A. Donelson once remarked that if he’s learned anything in three decades of being a CEO it was the motto: “Hire slow and fire fast.” When hiring people crucial to the organization, Donelson said, he generally looked for six factors: integrity; motivation; capacity; understanding; knowledge; and last, though not least – job experience. + read more
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Capturing the attention of both passive and active jobseekers today, and motivating them enough to take action requires consistent employer branding exercises and using all available avenues of engagement including online social media, but not limited to it. Recruitment strategies and engagement policies as well as tactics change according to the platform used to communicate with potential job seekers or candidates, and potential jobseeker segments vary in nature according to the online social platform or offline social setting. + read more
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Recruitment is a tough yet innovative function that most HR managers have to deal with on a regular basis in today’s knowledge economy. Typically, while recruiting, HR managers scan candidates for smartness and give precedence to such candidates over others. They scrutinize for signs of the candidates having a better GPA or better knowledge or information over other candidates. + read more
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The primary objective of any job posting is to attract the attention of job seekers. It is important to understand that job postings are advertisements of jobs displayed to get results by way of responses from targeted job seekers. So you cannot have your job postings ending up as mere descriptions of the job. Job postings need to sell your job and your company. + read more
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Most businesses might decide that it has the right set of people who possess the right skills to complete their tasks. Most internal vacancies are promoted and advertised internally using staff notice boards, intranets, internal magazines, internal staff meetings, and the like. + read more
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The job market has always been greatly influenced by current trends and scenarios – political, social, economical, and more. For employers and recruiters, it makes sense to devise strategies that turn around the negative trends in your favour and ensure that business goes on, as usual. + read more
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For employers who have just started on their journey to success, a smaller team and fewer number of employees make them a fresher at interviewing new candidates. Hiring a new member into your team is a critical decision you make, especially when your organization is very young. One wrong candidate can take you many steps back, in terms of cost of recruitment and training, and the organization’s performance. + read more
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Showing 11 to 20 articles out of 37 articles
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