The first piece of literature a candidate reads when searching for a new position is a job advert. Whether it’s a candidate actively seeking a new role, or a passive candidate who’s been sent the description by a consultant, an advert will only have 49-seconds to make an impact on a job seeker. So how do you make your advert stand out from the crowd?
The ‘other offer’.
Even as I write those words I can feel my face begin to itch.
It’s like the other wo(man) in a marriage, because, let’s face it, the interaction between a good recruiter and a candidate is a relationship (of sorts). You just want their sole attention, their focus, them to only use you and for you both to end up driving into the sunset with ‘Just Placed’ attached to the car bumper.
A great majority of companies tend to invest a lot of resources in the branding of their products. That is why we often associate a company with a product and soon enough, the product becomes a sort of a foundation for their brand.
But for some time now, companies have been using employer branding as a source of attracting new talent. This strategy was usually specifically created for recruitment, but soon enough, companies realised that this was also a perfect way to get them closer to clients.
There are several things that need to be included in creating the overall company brand, and they range from various recruiting policies to the work environment and reputation. Below, you will find ideas that will help your business become the brand for the best talent out there.
The potential that social offers recruiters is now well understood. The benefits are many and as a result social media has now become not just accepted – but expected – in recruitment. But nothing is ever perfect.
And, just like anything, it’s easy to fall into bad habits. As everybody knows, habits can be harder to break than they are to make. Here are 5 bad social media habits recruiters should stop today.
As candidates become more tech savvy, choosy, and purpose oriented, firms are having a hard time building a robust pipeline through traditional mediums like job boards. Yes, the organisations are suffering from a slow hiring process which means that they can’t keep their demand quotient in check. Or maybe the candidates have advanced way too far while the recruiters are still stuck to decade old ATS’, manual screening processes, and age-old cold calling.
Identifying the right candidate for a position is a tricky task for any recruiter. Job seekers have, on occasion, been known to get a little creative on their CV and exaggerate their skills so they stand out from the crowd. However, some applicants often take this one step too far by completely lying about aspects of their professional life.
A recent survey has shown that seven out of 10 employers have reported finding a lie on a CV, a statistic not completely unexpected with 38% of British people admitting to falsifying the document.
So, with many sections available to disguise incorrect facts, here are some of the common places that candidates attempt to pull the wool over recruiter’s eyes.
When you think about virtual reality, you may think about how it has been used in the entertainment industry, such as by enhancing the gaming experience and improving graphics in sci-fi movies.
However, virtual reality has more practical applications in everyday life and many company owners are starting to realize this. For example, companies that use Skype and similar tools to communicate regularly with remote workers could use advanced virtual reality technology for collaboration, making remote workers feel like they’re actually in the office and thus, more like a part of the team.
I was on LinkedIn one day this week and I saw a question that one of my connections had commented on. Let me share it with you…
For business owners, hiring freelance workers can prove incredibly beneficial towards company growth. Freelancers now make up 35% of the workforce, so there are plenty of talented contractors in virtually all industry sectors.
There are, however, some differences from hiring full-time employees that you need to understand before hiring a freelancer (if you need to classify a worker, here’s a handy questionnaire). Here are six key considerations before diving in.
Recently, I was driving to a meeting and my phone rang. I didn’t recognise the number but I answered the call anyway.
“Oh hi, Paul. It’s Francis here from [I honestly didn’t catch the company name]. I tried to connect with you on LinkedIn last week but you didn’t accept my invitation. I was hoping we could set up a time to catch up next week to talk about how I could help you with your next staff conference. I’ll be around Ultimo on Wednesday afternoon. Would that work for you?”
I’d answered the call simply by pressing a button on my steering wheel with my right thumb. And then just as easily I pressed another button on my steering wheel with my left thumb.
I ended the call … without having even said a word.