Category: New hire
In certain industries, it’s a fact of life that there are people who stay within the field their entire career. In every industry, managing expenses and costs is one of the top priorities no matter what your position is or what department you are in. So how does this impact HR managers who are looking for talent within different communities? Social Media Manager Erin Bazinet has identified three ‘R’s to apply to talent communities in order to connect with candidates and to improve hiring searches, including reducing costs, reusing talent, and recycling prior applicants.
HRO Today: Talent communities are an essential component of today’s social recruiter’s game plan. Not only do they provide
a warm, inviting place for recruiters to connect and communicate with candidates, but they also facilitate crowd sourcing high-quality candidates. Just so we are all on the same page: Talent communities differ from career sites in their dynamic interactivity and their focus on building relationships between the recruiter and candidate.
You can think of it this way: Career sites are an entry point for people to be introduced to your employment brand, get to know the basics about your company, apply to a job, and be invited to join your talent community. Your talent community is where you build relationships with community members, share valuable content, and engage people to stay involved with your brand. Career sites and talent communities are both necessary and valuable in the recruitment process.... read more
When it comes to relationships, the old adage has always been ‘opposites attract’, but do they in the work place? How do the creative and financial departments work together? What about morning people and night owls? Do extroverts work well with introverts? Some hiring managers would theorize that an effective hire is someone who is willing to speak up, say their mind, and represent the extroverts all over the world. However, smart hiring managers recognize that there is a need to hire both extroverts and introverts. Strategic Director Krista Williams, a noted extrovert, discusses the benefits of hiring introverts, and how they help balance teams, as featured in HR Morning.
HR Morning: I am an extrovert. I ask questions. I share experiences. I am usually the loudest voice in the room even when I try to sit on my hands (I am Italian) and not speak. I’m like a bottle of champagne trying not to pop my cork. I can start a conversation with anyone and figure out a sustainable topic that we can chat about for an extended, almost ridiculous, period of time.... read more
In certain ways, the dating world can be similar to recruiting and interviewing. You meet someone, you either hit off and decide to see each other again, or it’s just not meant to be. Of course, there is always the potentially to be stood up on a date or an interview. The question then becomes, what do you do when that happens? Strategic Director Katie Calhoun writes about potential tips to help reduce candidate cancellations and no shows, as featured in Undercover Recruiter.
Undercover Recruiter: As the war for talent has once again heated up, candidates are no longer willing to wait long for interviews. Many are simultaneously interviewing at multiple employers. If they get hired somewhere else, they cancel your interview. Some simply do not show up and do not call. Frustrating, right? Not to mention costly, as some hiring managers travel to conduct selection interviews. But, before you pull your hair out, take a moment to consider the candidate’s point of view.... read more
In any industry, the differences between today and five years ago are like night and day. When you consider how that works with something like behavioral interviewing, which utilizes past performance to predict future behavior, it can become pretty daunting and overwhelming. So how do you get with the times on something that changes based on timing? Strategic Director Steve Squier writes about the challenges and solutions to behavioral interviewing, as featured in ERE.net.
ERE.net: You would be hard pressed to find a candidate today who isn’t familiar with and prepared for a behavioral interview. A behavioral interview is based on the premise that past performance predicts future behavior. It’s designed to elicit information about how candidates handled a past challenge and the behaviors and decision-making process that went into it. A classic example of a behavioral question is: “Tell me about a time when you had to deal with a difficult customer.” If you’ve been hired in the last 20 years, you’ve probably been asked that.... read more
On Tuesday, TLNT featured a piece by Seven Step’s CEO Beth Gilfeather (@bethgilfeather) on how your organization can stop hiring the wrong people, calling out several interview warning signs you should be aware of.
Here’s a bit of what she had to say:
TLNT: Standardized interviews, questionnaires, complex scoring systems, background checks, drug tests and personality assessments — Corporate America has certainly engineered what should be a fool-proof process to help companies avoid hiring the wrong person.... read more