For all practical purpose, there is no purple squirrel, not in nature and not in the job market. For those who don’t know what purple squirrel is; Purple Squirrel is a term used for an extraordinary candidate, with exactly the right qualifications and experience. It is a metaphor used by recruiters to identify the unrealistic expectations of a client company. So now you must be thinking, “where the hell should I bring purple squirrels from to satisfy the client?” And sometimes, if you think you are successful in finding a purple squirrel, even your purple squirrel can be just another disqualified candidate to the client company. What if I say you can find a purple squirrel? Let me tell you how?
It is difficult to imagine a life without social media. Similarly, a business without social media, a big NO! In this world of Social Media Marketing, a business spends a lot of time thinking about how can they use social media to attract customers and increase their fan following. Social Media not only helps business or organizations attract customers but also to connect with the potential candidates essential to the company. Social media has transformed the way people work, communicate and even, search the potential candidate for the organization. Gone are the days of ‘hard to find’ talent. Now, social media has made it possible to contact potential candidates directly. Posting job opportunities on social media platforms is less expensive than the use of specialized publications and paid websites. Traditional resumes are almost on the verge of extinction. LinkedIn, Facebook, Twitter and Google+ profiles are the new resumes to be evaluated.
How do you find the right people for the right job? How do you know the employee will be effective and productive in the long run? Hiring good employees and ensuring that you get the right people in the right job is difficult. Whether a big or small company must always take necessary steps to try and make sure that they are hiring the best employee for the position available. Here are seven proven steps you can implement to hire the right people in your organization.
Who said starting a small business was easy? Things are never easy for small business owners. There are many problems that are encountered by these owners throughout the course of managing a business. These include things like hiring the right people, building a brand and so on. For a business with relatively few employees, adding an HR person or team can seem difficult and sometimes unnecessary. Most of the time, the CEO or the owner is himself the hiring manager. Unlike large business which are stuck with policies, procedures and traditional solutions, small businesses are free to look less at these traditional procedures and build new methods.
Ever imagined what will happen if a husband and wife both are Human Resource Expert. And, what if they start interviewing housekeepers. How will the conversation take place between them? Come on, read on.
Job Description (JD) is an essential step towards attracting the right candidates or I should say, the top candidates. Does your job description stand out to attract top talent? Writing a great job description is a first step towards attracting top talent to join your company. A good job description not only attracts candidates but the right candidates. Writing a great job description is not easy. And no, you just cannot copy paste it from Google! Writing your own and unique job description will effectively communicate your company's requirements and available positions for applicants.
Interview Mocha now launches ‘Mark for Review’ feature by popular demand from many of our existing and prospective customers. This allows the test taker to mark any question he would like to revisit. While attempting the test if the candidate is not sure about the answer then he or she can mark the particular question for 'Mark for Review' and can move further. During the session, he can any time revisit the marked question and change or verify the original answer. In the earlier version, this facility was not available and it closely resembled an interview scenario in which a job seeker has to answer a question as and when it was put to him by the interviewer.
Various IT training Institutes work closely with Interview Mocha. Training Institutes conduct short duration courses in various computer technologies courses. These are highly job oriented and help the students to learn a specific skill, say JAVA, C#,.NET, TESTING, DESIGN etc. The students could be graduates or masters in computer application. The prime motto of students joining these training classes is getting a job. Typically, training Institutes use the Interview Mocha assessment tool in 3 ways - 1. Training institutes conduct placement drives for hiring companies Placement drives are conducted by the Institute in their own premises. They use this drive to place their own students as well as candidates who are not their students. Recruiting companies are invited to the premises and the assessment is conducted using the Interview Mocha assessment software.
When hiring the best person available for a position, rather than the best person who applies to a job posting, requires a different type of recruiter and a different type of recruiting process. In 1990 when Stephen Covey’s book, The Seven Habits of Highly Effective People, was published it seemed like a good framework for bridging this gap. Here’s my take on how to be a great recruiter using the Seven Habits as a frame of reference: