- Culture & Wellbeing
- Offers & Onboarding
- People Management
- Selection Process
- Sourcing Talent
Maintaining a robust selection process with choosy candidates in a labour shortage is just another day in the challenges of management. Here’s a guide for landing great selection decisions in a tough job market.
With the working lives of so many impacted by COVID-19, it’s understandable that candidates’ priorities are changing too. Adjusting your approach can help you to attract talent despite industry challenges. Here’s a look at what to consider, and how to ensure your people strategy stays strong.
When used effectively, phone-interviews bring all the benefits of identifying the best candidate for the role, without the current risks and expense of bringing candidates in from all over and organizing the resources to accommodate interviews and candidates. However, they also bring the considerable risk of missing out on great candidates when run ineffectively.
In our continued world of candidate scarcity, I and most of my clients are regularly reviewing selection/vetting processes to ensure they are as effective as possible in screening candidates, which led me to revisit the Transparent Interview. Soft substitute for ‘real’ interviews, or fair and reliable way of consistently measuring a candidate’s performance?
No single recruitment tool will solve all your hiring problems, the reality is that the solution is a combination of tools put together in a thoughtful manner that are backed up by scientific evidence.
International recruitment consultancy Robert Half reported that 46% of the businesses surveyed to develop a recently released report had made a bad hire in the past 12 months, with small businesses feeling the greatest impact.
A good education and an outstanding performance during interview does not equate to a high performing individual. In order to gauge a candidate’s abilities, you need meaningful data. The following three tips will help to keep your recruitment process focused on the data that matters, reduce the effects of bias, and uncover each candidate’s true capabilities.
We’ve recently been hearing more and more about the topic of “candidate commitment” from clients who are dealing with candidates pulling out of final-stage selection processes. You know who I mean; the candidates that seem really interested in a role, say all of the right things and then at the last moment, when you offer them the job, they decide they’re not interested.
The last year of university is stressful, for the students… and their parents. Just a couple of years ago both my daughters, in their final year of studies, were applying for graduate positions. After dealing with late-night requests to read applications, tears, frustration and finally elation when they received an offer the process has gave me an insight into what works, and what doesn’t.
Check out this quick read to get real time tips for conduction stay interviews. You’ll also learn the best questions to ask to get to the core of what motivates your staff at work, how to encourage loyalty, and foster an attractive workplace culture
A New Zealand company has developed a test for prospective accountants that can identify whether they are “backroom number-crunchers or strategic business advisers”.
Managing candidate counter-offers can be tricky business. Check out these tips from Tara Waterman, Talent Manager at Principle People, to find out the best ways to successfully anticipate and manage counter-offers throughout the recruitment process.
What do you do when two outstanding candidates are vying for the same position at your firm and they have been neck and neck throughout the recruitment process, how do you decide which person to hire? Here are four strategies to consider:
To our male readers, thanks for opening rather than deleting this one after reading the subject line. This isn’t a twittersphere pointless rant on gender, but rather the findings of extensive research that could be putting fifty percent of the job seeking population off applying for your vacancy based on the words and phrases you use in your job advertisements and position descriptions. Accountants and bookkeepers are hard enough to find already, without unconsciously removing half of the applicant pool, so keep this article handy whenever you’re writing job advertisements.