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Four Things to Look For When Hiring a Recruiter
With the job market for top talent so tight these days, hiring quality recruiters for your company has become more important than ever. But how do you know if the recruiter you're interviewing has the right stuff to give you the advantage over your competition in finding and hiring the best job candidates?
Turn Interns Into Employees
With today's tight labor market making it more difficult than ever to get talented workers to notice your company, smart employers are seeing internships as a high-payoff recruiting tool.
Four Steps to Maximize Effectiveness of Reference Checks
They're not the most interesting part of the job, but good recruiters and hiring managers understand the importance of doing reference checks on job candidates—both to make sure the candidate is indeed as capable as he or she claims to be, and to protect their company from legal or other problems that might result from hiring a candidate with a troubled past. Unfortunately, checking a candidate's references is not always easy.
Pay Secrets of the Top Companies
How do top performing companies use compensation to attract and retain the best talent? Surprisingly, it's not a matter of dangling large paychecks before promising recruits.
Using the Internet to Recruit for Diversity
One of the easiest ways to recruit for diversity is to make sure your company has a presence on minority-focused websites. What follows are some sites that you should consider that offer various combinations of job listings, recruitment-marketing services, and diversity-related news.
Searching for the "Magic Bullet" Questions
The most assertive, "no-nonsense" participants in our interviewing seminars are usually looking for sure-fire techniques that will give them the edge in any interview. What they think they want are "magic bullet" questions that trip up well-coached candidates while also revealing required analytical skills.Here is one story of how the quest for a "magic bullet" question backfired. Not only did the bullet miss its target, but it also led the candidate to silently mock the interviewer's skills.
Ten Questions You Don't Want to Ask in a Job Interview
Most interviewers take time to consider what questions they want to ask a job candidate, but it's at least as important to know what questions not to ask. As many employers know all too well, asking the wrong question, particularly a discriminatory question, can mire a company in expensive litigation.
Making the Case for Behavioral Interviewing
The interview is the tool most often used to make hiring decisions. But all too often, supervisors and managers make hiring mistakes because they wrongly trust their intuition, or ask questions that don't help them objectively assess job-related skills and abilities. Because behavioral interviewing eliminates such ineffective practices, it is quickly becoming the interviewing method of choice for public and private companies of all sizes.
Writing Great Job Listings (There's More to It Than You Think)
Struggling to find new and innovative ways to attract candidates? The single most important tool for getting candidates to apply for your open position is the job listing. Optimize your use of job listings and you'll optimize your overall recruiting efforts.
The Telephone Interview
A productive telephone interview is not complex though it does require
some discipline and focus. Find out some simple tips to get those
impressive results.
Five Common Phone-Screen Interview Mistakes (and How to Avoid them)
Good recruiters and hiring managers know that the phone screen is an opportunity to learn more about a candidate than you can from his or her resume. You can determine, for example, whether the candidate is worth bringing in for a face-to-face interview. And if you do, you won't be starting from zero. To get the most out of a phone screen, though, you'll need to avoid those common mistakes.
What Is An Exit Interview?
The information from each exit interview is used to provide feedback on why employees are leaving, what they liked about their employment and what areas of the company need improvement. Exit data becomes most effective when compiled and tracked over time.
Persistence Over Pressure
When do your salespeople give up on a prospect? In many instances, prospects decide to talk to you only after 10 or
even 12 contacts have taken place. Forcing salespeople to make more calls isn't the answer. For staffing firms, sales success results from carefully nurturing prospect relationships, which takes a well-crafted blend of persistence and gentle persuasion.
Efficiency vs. Effectiveness: How to Determine the Appropriate Focus
Each position (and therefore its accompanying requisition) within an enterprise should be viewed as needing either an efficiency or effectiveness focus. This measure is crucial for reinforcing the enterprise's perception of corporate recruiting as a business function, rather than a service function. Linking each position to identifiable metrics considered critical to the enterprise's success (by executives and internal leaders) will demonstrate that the recruiting function is a strategic business asset. This status reduces the likelihood that recruiting will be outsourced en masse and damage the long-term competitiveness of the organization.
Ten Steps to an Effective MBA Recruiting Program
Given the current job market and the bounty of great candidates, this is an ideal time to consider MBA recruiting. There are numerous reasons for employers to hire MBAs. Whether you're looking to reenergize a program or start one from the ground up, you can build your management pipeline, fill skill or capacity gaps, fuel growth to remain competitive, or generally infuse your organization with fresh ideas, perspectives, and approaches by bringing in top MBA talent.
Efficiency Vs. Effectiveness: How to Make Recruitment a Strategic Enterprise Asset
Recruitment must be a core strategic asset if people are contributors to competitive advantage. Very few businesses today don’t depend heavily on having the right people in the right place at the right time. Hiring effectively is often more important than hiring efficiently.
What's Next? The Emergence of Hiring Management Systems
Let's explore a few of the differences between hiring management and applicant tracking, with a goal of helping you to decide where your organization is heading and which approach is the best fit for you.
Build a Better Job Description: Working With Hiring Managers to Create Winning Reqs
The more time that recruiters and hiring managers spend together researching and jointly crafting a job description for an open position, the more likely their efforts will result in quicker and better-quality hires.
Recruit More Effectively: Learn What Job Seekers Think of Your Company
To recruit effectively, you have to understand what your company's brand means to potential employees. With that understanding, you'll know what aspects of your brand are attractive to job seekers, and what aspects of your brand need work to make your company more attractive in their eyes.
Getting Your Managers Interview-Ready
When was the last time your managers conducted interviews? If they don't interview often, or if it's been a while, you'll need to refresh their skills to ensure they interview effectivelyand attract the best candidates.
Is There Magic to Closing?
To set the record straight: Closing is simply the process of helping people get what they really want, by facilitating compromises without sacrificing the basic goals of either party. Deals that are forced, lopsided or negotiated in bad faith rarely
stand up over time.
Hiring During Layoffs: Lessons From the Field
Maintaining employee morale during times of restructuring can be tricky. But when a company must maintain recruiting efforts and even continue to hire new employees during restructuring, HR professionals find themselves in a very awkward diplomatic role. How can human resources professionals achieve such an understanding between two seemingly opposing camps?
Ten Simple Tips to Make a Great Recruiting Website
Today, fortunately, most recruiters would agree that a recruitment site is simply a "must have". Most companies now have a website
with a decent recruiting section, many use their websites as a key component of their recruiting program. Following are the top
10 steps WetFeet recommends to turn a corporate website into a powerful recruiting tool.
Internship Program Best Practices
Internship programs are an incredible viral marketing opportunity. Word of mouth from your interns about a positive summer experience is priceless. Done well, your efforts will go a long way in building your presence/visibility and relationships on campuses where you interview for interns.
Writing Great Job Listings (There's More to It Than You Think)
Struggling to find new and innovative ways to attract candidates in this competitive hiring market? The single most important tool for getting candidates to apply for your open position is the job listing. Optimize your use of job listings and you'll optimize your overall recruiting efforts.
Building a Winning Recruiting Team
An effective recruiting plan can be costly and time-consuming, but it's all worthwhile if in the end you're able to net the most promising candidates. To achieve this goal, the first thing you'll need to do is build a winning recruiting team.
Five Common Phone-Screen Interview Mistakes (and How to Avoid Them)
Some recruiters and hiring managers underestimate the importance of the phone screen in making good hires, when in fact it can be a key component of the recruiting process.
Passive Candidates: Who They Are and How to Find Them
A passive candidate is someone who is not looking for a job, but would be open to taking
one if the right opportunity came along. The key to finding them is to have a realistic
understanding of who they are, and how you can reach them with your recruiting message.
Passive JobSeeker Myth or Fact
Far from being "passive", the Passive Jobseeker will usually be a high energy person,
involved with their industry, attends seminars to improve their knowledge, and loves their job.
Exactly the kind of person you want for your own organization. So how do you go about finding them?
How To Keep Your Clients Coming Back
By taking simple steps to increase your service quality, you can significantly increase your firm's
repeat business -- and keep your clients coming back. The time to implement such programs is
now, just as the market is poised to strengthen in the new year.
Hiring Marketing Professionals
Hiring the right marketing professional can mean the difference between sinking and
survival to your business. Hiring the wrong marketing professional can be worse for
your business than hiring NO marketing professional!
Interview for Success
Our society has become very litigious in the area of employment-related issues, and the
interview process is the first line of defense to weed out potential dangers to your organization.
Thus, it is important to incorporate risk management into your interviewing process to help minimize
your firm's exposure to employment practices liability. This article will address the potential legal
pitfalls when interviewing and prescribe proven methods for avoiding these dangers and increasing the
likelihood of hiring productive employees.
Quantity Over Quality
Struggling companies that are still trying to squeeze out business from their existing clients relationships
need to shift the way they do business according to the changes in the market conditions. One way to survive
in this economy is to adopt the "Quantity" Approach.
Don't Quit
Perhaps you have never been through a downturn in the business climate. Perhaps you are feeling frustrated,
dissapointed or disillusioned. Well, welcome to the club. To say that business conditions are challenging
may be an understatement to you right now. Sorry, there is no magic bullet, BUT you can take charge
and move forward each and every day. Let's start that journey by taking a look at how the pros
work in either good or bad times.
Breakthrough Employees
Breakthrough employees are one of the quickest ways to get rapid improvement and growth
in a company. Awareness of the breakthrough employee is paramount. Many companies discover
breakthrough employees yet let them slip through the cracks to competitors. Although uncommon,
the breakthrough employee is not extinct or even rare. But like the value of an uncut diamond,
someone has to see the potential!
Just Tell Me What You Want
Finding the perfect employee is not like ordering a Big Mac and fries at the local McDonald's,
but some job descriptions might lead you to believe that! Recruiters and HR staff are often
tasked with finding the perfect employee for a company with fewer details than they would
have if they were taking a lunch order for the office.
Three Steps to Successfully Transitioning Your Newly Promoted IT Managers
Training plays a key role in helping newly promoted managers to cross the gap between the
doer role and the manager's job by fulfilling the need for new skills. Alone, however,
training is a one-legged table approach. When preceded by a solid job orientation and
followed by coaching, it will produce sturdier and more reliable results.
How to Even Out Your Placement Activity
Being a recruiter can feel like being an addict at times because you
experience the thrill of elation when you close a big deal and the agony of
self-doubt when you lose one. This up and down cycle is not unique to
recruiters- all salespeople can relate to the pattern. So, how do you increase
your chances for more predictable results and fewer bottles of Tums?
H-1B Applications Fall
With the economic slowdown continuing-particularly in technology
industries-employers apparently slashed their use of the
controversial H-1B visa program late last year and through the
first half of 2002, according to new figures released by the
U.S. Immigration and Naturalization Service (INS).
Handling Counteroffers
Even in times like now where you might think a candidate is less likely to consider
a counteroffer, the best and the brightest are always in demand. Don't find yourself
behind the eight ball when each and every placement is critical to your business.
Background Screening Can Help Bosses
Employers are increasingly turning to background screenings of job applicants
as a way of minimizing legal and financial exposure. Concerns about workplace
violence, negligent-hiring lawsuits, wrongful termination and other problems
are leading many employers to be more careful about who is hired in the first place.
The Nine-Question, Twenty-Minute Interview
Our time as recruiters is too limited to spend it in a long interview when the candidates
suitability could be determined in twenty minutes or less. Its fairly easy to look at a
persons resume and determine whether they have the technical know-how or the right background
for a specific job, but how do you determine the deeper issues of personality, cultural
appropriateness, and style?
Applying Good Listening Skills
One of the things candidates look for in a recruiter is good rapport. It
means that in most cases, the relationship you have with the client is a
more honest and ethical one and they will enjoy working with you.
Job Postings That Stand Out
Job seekers routinely check job boards according to broad keywords like
'manager' and often don't know how to effectively narrow their search.
Read about some tricks and tips to get your job postings in more search
results and reach more job seekers.
Reference Checking
It is ultimately your responsibility as the recruiter to do your best finding
appropriate candidates to fill positions for your clients. Never go with
your 'gut feeling' on a candidate. Check their references thoroughly
because it's your reputation on the line.
Using an Economic Downturn to Your Advantage
Keeping your candidate database full of the best possible job seekers
will help you stay ahead of the competition when the economy turns
around. So is keeping up with your clients. Stay in contact with current
clients, as well as going out and landing new accounts. These relation-
ships are important ones and should be upheld even if they aren't ready
to use your services immediately.
Working with Contractors and Clients
Recruiters try to place the most appropriate and qualified candidates to
their clients, but sometimes problems between the client and the candi-
date do arise. Find out some of the more common issues that come up
and how you should address them.
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