Even though unemployment levels are still high in a number of sectors, Hiring Managers and Recruiters are struggling to get the candidate response rate they’ve been used to. The candidate market is thinking, feeling and engaging differently as a result of the last year and we need to catch up with that.
A shortlist of candidates doesn’t always guarantee they are the most suitable ones for you. In fact it could be a disadvantage to your business to rely on it, particularly if you’ve taken a “hands-off” approach to the process.
Hiring the right people for your business isn’t as straightforward as you think. Finding someone with the skills you need is just the first step. Here’s our eight simple steps to get you the right people you need to help your business flourish.
Testing for integrity is always a good place to start. Recruiting is about more than just finding a skill set that you need. Organisational fit is equally, or perhaps even more important. And the first thing we want to know is whether our potential hire can be trusted to do the right thing, even when no-one is looking.
Job Fit Assessment ensures that you are getting the right person in the job by using psychometric testing techniques that offer valuable hiring insights into candidate personality traits and their organisational fit.
Here’s what every business owner or hiring manager needs to know about the four recruitment pricing models – the percentage of salary model, retained search, fixed fee (flat fee) recruitment, and an hourly billed fee-for-service approach.
Any interviewing process exposes recruiters and hiring managers to cognitive biases – psychological errors of judgement that are the source of all sorts of untruths. Exclusively relying only on your gut feeling could be costing you a good hire.
It’s easy to think that the thousands of people who have lost their jobs because of COVID must make candidate sourcing for hiring managers easier – after all, more candidates must mean easier recruitment, right? Not so! This week’s blog explores why candidate sourcing is actually more difficult in an economic crisis like this one.
Behavioural Interviewing is understanding how someone will behave in a certain situation based on how they’ve behaved in the past. Here are four interview questions that will enable you to ‘test’ the candidate and five things you’ll learn from each question if you listen properly. That’s uncovering 20 behaviours and/or personality traits in just four questions! At the end of the day, you’re recruiting a person, not just a skill set.
The world of recruitment fees can be confusing. The traditional model of paying a percentage of the salary as the fee is continually being challenged by other, more accessible models. But sometimes they too are confusing. In this blog, we try to clear the fog that swirls around the difference between fixed fee and flat fee recruitment.
What can Winnie the Pooh, Piglet and Tigger teach us about effective leadership? And team behaviour? Well, quite a lot it seems. For starters, we know that Tigger will be the one posting inappropriate content. And Owl and Rabbit have the potential to drive everyone mad. And Pooh thinks injecting bleach sounds like a good idea. Thank goodness for Christopher Robin!
These past weeks have been surreal, to say the least. All of us have been riding the wave of uncertainty, fear, inertia and hope as we come to terms with this new way of living. It is easy to stay stuck on what we are losing… But I can’t help but wonder about what we are gaining and learning.
Business is slowly coming back and many of us are thinking about how we can do it differently, including reviewing our providers and advisers. Before deciding on a recruiter, think first about what you want to achieve – service, flexibility, speed, availability, guarantees, price – then partner with someone who can meet those needs.
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