Dear SaaS Startups, I am Amit - running a SaaS venture Interview Mocha, a pre-employment skill testing company. In this blog, I am sharing my learning from SaaSx and how it helped me achieve product-market fit and grow my company fast.
Let's face it.. mistakes are made, leading to bad hires that cost recruiters extra time and money. It is not always recruiter's mistake that lead to bad hire, but it is sometimes the candidate too. While recruiters can’t control the actions of candidates, what can be done is improve the hiring and selection process. A lot of mistakes has to do with how well a recruiter or employer source, screen, and sell candidates. Here I have compiled seven recruiting mistakes that Recruiters or Employers must avoid. Let's zoom in each one of them.
How do you find QUALITY candidates for your company? or Are you able to find QUALITY candidates? As you strive to hire the best and brightest professionals, you just cannot believe on your gut feeling. There should be something more efficient and reliable means of gaining insights into the capabilities and traits of prospective employees. And that something is pre-employment skill testing.
How much time do you spend searching for a right candidate? How do you allocate the budget to make new hires? Probably more time and money than you need to be. With high costs and time associated with talent acquisition, your company cannot afford to ignore these recruiting tips. Here are three recruiting tips that will speed up your recruiting process.
Pre-Employment Testing – Tsk! Missing Not including pre-employment testing in your recruitment process, may result into missing out the best candidates. And, maybe you are spending extra time and money for finding quality candidates! And, on top of that who knows the candidates will be efficient and productive in the long run? For all the doubts mentioned above, one solution –pre-employment testing software.
In the face of more challenging recruitment, what trends do recruiters need to keep up with to ensure successful sourcing and hiring? As employers plan to hire more employees, they should be mindful of the following three best recruiting trends.
When it comes to hiring there are three buzzwords: Quality, time and money. I will add one more Speed. Speed hiring does not mean haphazardly filling the vacancies, but to make quick decisions with right tools and process. Speed hiring has become a necessary, and often difficult to implement, technique used by recruiters to find the best candidates in the talent pool.
Attracting the best and the brightest people to join your company is the goal of any good leadership team, but finding those people requires serious creativity in your recruiting efforts. Employers use many different methods to find, recruit, and keep talent, yet most of the organizations are using the same old traditional methods of recruiting. Here are 5 most unique recruiting strategies to recruit effectively -
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.