Over the past few years, the majority of my clients — and the consultants that work in their companies —have been frustrated by the lack of quality applications for their roles. There are a lot of applicants out there, but what percentage are actually turning into ‘viable’ candidates?
Thanks to the Internet and the prevalence of many other technological advances, remote working is an increasingly popular trend. While many individuals enjoy working remotely and being able to take better control of their work/life balance, companies also benefit in numerous ways.
For example, remote workers do not take up space in the office or require companies to pay for extra equipment and supplies. These workers are usually more productive because they do not have workplace distractions, such as chatting with co-workers and catching up on office gossip.
When the right candidate is selected for the job, both parties can benefit. However, in order to find the right candidate, you will need to work closely with the hiring company as well as the candidates.
What are you thinking about right now? Is your thinking helping or hindering you? How is your thinking impacting your performance at work?
Luxury brands are distinguished and often sophisticated in a distinctive way. Customers of luxury brands typically demand high-quality products as well as a stellar overall buying experience. When you are trying to recruit talent to work for a luxury brand, you may be faced with incredible challenges associated with finding the right individual for the job.
Between professionals, amateurs and aficionados vying for an employment opportunity in your company, you must approach the situation with care to find the right individual for the job.
Good communication is vital to business operations and a clear flow of information is important to productivity. When there is a two-way communication between managers and employees, everyone has a chance to contribute.
A business climate where open communication is encouraged helps in developing a more collaborative, engaged workforce. Informed employees will have a better understanding of business goals and their own role in the company mission. A culture of sharing information also helps in recruiting and retaining new talent.
LinkedIn is currently ranked among the top most popular and most used social media channels. The number of LinkedIn registered accounts has already surpassed the 460 million users mark and continues to grow with each passing day. Its popularity can almost be compared to that of Facebook but a point to note is that their objectives are quite different, thus making them not compete for the same market.
LinkedIn is mostly used in the world of professional networking and is the most popular platform for helping in the building of brands or even to showcase your skills in a particular field. In addition to this, LinkedIn has found a role to play when you are in the business of job searching or establishing partnerships with a wide array of companies. Not only is LinkedIn vital for business use, it also has a great role to play for individuals. The simple act of writing your profile in an outstanding manner could be responsible for your success in personal development and also in finding new opportunities in your career path. For recruiters, LinkedIn is a gold mine for both potential clients and potential candidates, you just need to know how to mine it!
However, despite all these advantages that are attached to having a great LinkedIn profile, it does not exactly come that easy. The optimization of your profile is something that you have to work for and some of the strategies which you can use have been expounded on in this article.
We live in an exciting age and perhaps the most interesting thing about it is that this is just the start. We are, of course, talking about the stupendous technological advances we have seen over the last two decades – emergence of the internet, exploding computational powers of average computers, breakthroughs in machine learning, data analytics and others, all of which are changing the way people work and seek work.
These breakthroughs have also resulted in some other trends that might affect the recruitment industry and the goal of this article is to review to just what extent they might influence how recruitment will be done in the future.
Each generation of workers can be characterised by unique skills, personality traits, and experiences. Millennials, who were born between 1981 and 2000, are one of the more unique generations of our time. This generation has had access to an incredible amount of technology for most of their lives, and they are exceptionally technologically savvy.
They are also used to being able to instantly find out how to do things with a simple Internet search or learn what friends and family members are up to with a quick look at social media accounts. These are only a few of the characteristics that differentiate millennials from others, and you should keep in mind some important things if you plan to hire them in the near future. Here are three major issues to consider.
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.