Hiring is so easy. You reach out to best of the masses, get a few to your company, a handful to interview room, spend two hours to know them and DONE! I know these things are never easy or too simple for hiring managers. It’s hard to attract the best talent. But still you are trying your best to attract talent. So are you able to attract the best available talent? Or no?
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?
What made me write this article is the agony of hiring managers they are going through and the problems recruiters are facing. Recently, a friend of my CEO visited our organization with a frustrated face. He was the Head for Marketing and Communications in his organization. My CEO asked him, “What’s your problem?”He started complaining about the employees who recently joined his organization. He said, “Recruiter is doing nothing. The candidate he selected doesn’t know the basics of marketing.” Well! This is not the scenario in his organization itself. This will resonate with you if you are a recruiter or a hiring manager.
The cost of hiring a single candidate is rarely calculated. If organizations study this process deeply they will realize that the costs are fairly steep. Post on job boards Time spent Writing ad copy Completing 1 posting 1 hour 30 minutes $25 $12.5 External cost Cost of job posting Posting to Craigslist Posting to Monster Posting to CareerBuilder - $25 $385 $419 Overall cost For one posting - 1 hour 30 minutes $37.5 to $456.50 Depends on number of posting to different job portals Review your applicants