Be lazy. Listen.

10 Simple Steps to Writing a Powerful Candidate Profile

If your client decides not to proceed with one or any of the candidates you present as part of your shortlist, 9 times out of 10, the reason they will give you is that “they didn’t quite meet the brief”.

However, often it’s not that “they” didn’t quite meet the brief at all. In fact sometimes your client may not have even looked at the candidates’ CV. Believe it or not your client will frequently make a ‘first round’ judgment call based solely on the information included in your candidate profile, recruiter’s summary, or consultant overview.

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Face to face interviewing and gaining candidate commitment

With the advent of national and international recruitment many years ago, I saw a huge decline in face to face (f2f) interviewing as the norm.

When considering best practice, then of course, meeting with the candidate that you are going to put forward to a client is the best option. So, why do so many companies not even consider this, when it’s an option to them?

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Influence, manipulate, persuade… or dummies in the dirt?

Influence, Manipulate, Persuade…or dummies in the dirt?

Influence, Manipulate, Persuade…or dummies in the dirt?

Before I start on the subject let me remind you familiar tactics you may have used during your childhood in order to get what you wanted.

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The importance of communication for the candidate experience

 

The importance of communication for the candidate experience

You will often hear HR people and experts argue whether the recruitment process should be more geared towards the clients, the companies that hire; or the candidates, the potential employees. If we are being absolutely and even brutally honest, this is something that will depend on the times and the industry.

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