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It is that time of the year when you become a bit nostalgic. You’re thinking about the year gone by and thinking what you want to change in 2014.Here at Fourteen Recruitment ways we have drawn up a list of what you can gain in recruitment; if they tick your list then apply now.
My
New Year’s Resolutions are…
1.
To be in a role that
treats me as an equal.
2.
To be in a role that
offers progression.
3.
To be in a role that
allows me to work autonomously.
4.
To be in a role that
will train me to becoming the best consultant possible.
5.
To gain exposure in
the business arena.
6.
To work with some of
the most prestigious companies in the world.
7.
To become a trusted
advisor and specialist.
8.
To work alongside some
of the most ambitious people in business.
9.
To work alongside
successful entrepreneurs and business people.
10.
To work in an Environment
where I am comfortable with.
11.
To earn more money
than my friends and family.
12.
To earn the chance to
go on company holidays and gain incentives.
13.
To be positive to
overcome all the Problems.
14.
To gain the knowledge
from the Latest Technologies.
Although the national
unemployment rate continued to decrease this year, millions of Americans
continued tweeking their resumes in hopes of landing a job. What are some of
the red flags recruiters notice as they scan these resumes? Multiple layoffs,
changing jobs too much, and lack of specifics were just three out of the six
this article listed.
A recruiting coach provides one-on-one support. If you’re new to recruiting, transitioning from corporate recruiting or staffing to contingency fee work, then a mentor can facilitate by helping you adjust your thinking. Expanding your capabilities begins with defining your new role.
All change comes from within. Your ideas of what service you provide, how you provide it, and what that service is worth to your clients has to shift within your mind in order for you to successfully assume any role. Titles alone are meaningless. To be a top recruiter one must first embrace the value they provide.
When you believe in what you have to offer, others will believe you. The next step is to make sure the words you choose, mannerisms, behaviors, and thoughts are professional. As a consultant, all your relationships with business people depend on your ability to talk with ever level of management as a peer. Your mindset determines how others treat you.
You set the tone of discussions with your demeanor, tone, questions, and intention to reach your goals. If a client attempts to demean your role either consciously or unconsciously, you have the option of challenging them, and/or not accepting what has been presented. Saying, “No” takes practice.
Although the national
unemployment rate continued to decrease this year, millions of Americans
continued tweeking their resumes in hopes of landing a job. What are some of
the red flags recruiters notice as they scan these resumes? Multiple layoffs,
changing jobs too much, and lack of specifics were just three out of the six
this article listed.
Sometimes it’s difficult for rejected applicants to gain
employment with other companies, especially if the person has been rejected
multiple times. So how do recruiters handle this? Some tips from the article
suggested creating “almost there” and “potential future lists” to track
candidates who lacked a few of the necessary skills, but may prove to be
potential candidates in the future, and providing developmental feedback on interviews
and candidacies.
Women are voluntarily
leaving the workforce and this article sought to explain why. Values and,
unfortunately still in 2012, unequal pay are some of the reasons.
2012 was all about being
mobile as more and more job seekers use their phones, tablets and other mobile
devices to apply for jobs. Recruiters are coming up to speed too by hiring
through mobile means. Some of 2012’s cool apps included those from Bullhorn,
HireVue, and Job Speek.
This article posed the
question: What is the main reason we need recruiters? The answer is
“over-determined,” meaning there are multiple reasons. One reason the article
gave was to have a division of labor in obtaining labor—more jobs need more workers
meaning more recruiters have to handle the tasks of hiring.
We all remember the
shocking story this year that former Yahoo CEO Scott Thompson falsified his
resume. The article points out that Thompson’s resume said he possessed a
Stonehill College bachelor’s degree in accounting and computer science when he
really had a bachelor of science in business administration with a major in
accounting. The article goes on to explain the percentage of people estimated
to lie on their resumes and the dangerous affects.
Recruiter Josh Hale
provides recruitment similarities to poker in this fun and interesting article.
One important point to note is that in both areas people must have the ability
to measure the Expected Value or “EV,” which is “a predicted value of a
variable, calculated as the sum of all possible values each multiplied by the
probability of its occurrence.”
Jobs have been a hot
topic in 2012; so, it’s only natural that a story about obtaining jobs in 2013
would make its way on the list. Want to start your new year with a new job?
This article suggests you keep working even when others have taken a break from
job searching, create opportunities for downtime (such as personalizing cover
letters), and, of course, network!
If you don’t want to
turn a recruiter away from your resume in 2013, reread this article! Make sure
to avoid costly spelling mistakes and grammatical errors before applying to
positions.
Employees leave
companies for a multitude of reasons, but this article notes that some of the
biggest are 1) they don’t trust you 2) your company culture sucks and 3) you’re
not paying them enough.
SIX EFFECTIVE RECRUITING TIPS THAT BUSINESSMEN SHOULD KNOW
ADVERTISE
Advertising is one of the classic but effective ways to gather people. You can take advantage of the Internet and post through websites intended for job seekers. You can also make most out of your local newspaper and post in the classified ads section that you are in need of people. Make sure to indicate the positions available in your company so interested applicants would know if there are any openings apt for their expertise.
JOB FAIRS
Fresh graduates are always eager to get hired fast. Looking for workforce through job fairs is one of the effective recruiting tips that many human resource people use. In some cases, college and universities invite companies to conduct seminars to brief students about the trends in the business world. Campus fairs allow companies to gather resumes faster, conduct interviews on the spot and select well-educated students who can be potential leaders.
FILING SYSTEM
Keeping a record of resumes is important for every company. For instance, if a company conducted a job fair and was able to get enough people to fill certain posts, it does not mean that the resume of people who were unable to pass should go to waste. Recording them into a filing system can help recruiters fill out positions in the future by browsing through possible candidates that match the criteria. This means more savings on the part of the company as there is no need to spend much on advertisements and job fairs in order to gather potential employees.
RECRUITMENT FIRMS
When it comes to recruiting tips, employment agencies are best to consult. People who work for recruitment firms have knowledge and experience in assessing candidates for certain job posts. Their main goal is to get the right people to address the manpower needs of companies. They conduct pre-screening steps to applicants which cuts the hiring process time in half once they send an applicant to the company for other sets of exams and interviews. Employment firms are focused on getting the best people around because they earn through successful applicants that they send to companies. If they gather more qualified personnel, they can earn big bonuses and gain trust from their affiliates.
INTERNAL RECRUITMENT
Hiring people within the company is an effective way of filling posts. It can be easier to assess existing employees since their managers can tell right there and then what performance they provide to their respective teams. Existing employees know the company standards and are aware of what the company needs are. Internal recruitment is one of the favorite recruiting tips that many companies use because it can also cut advertising costs and time spent on looking for people outside.
EMPLOYEE REFERRAL
Employees can help in filling positions in a company. This is one of the trending recruiting tips today because it has a lot of benefits. According to survey, most applicants referred by employees are those who pass interviews because they know what qualities are needed by the company, they know the compensation and benefits that they can get and they are aware of the standards that they need to maintain if they become an employee. In order to make an employee referral program work, it is important to make it clear to all parties involved how the recruiting process works for employers and employees. Most companies offer incentives to employees who are able to refer qualified applicant. This creates a win-win situation as employees become happy once they receive their incentives and companies benefit a lot by saving on advertising costs.
There are many recruiting tips that one can learn through different sources. Research is an important ingredient to make a business flourish. Getting the right people means faster turnaround time and happy clients. If you want your business to be filled with people who are skilled and knowledgeable, take time to study different recruitment techniques to make hiring easier.
19 Steps that to be followed in an Effective Recruiting Process
In this section I will list each of the 19 distinct steps to be followed in the recruiting process, as well as the primary goal and the common cause of failure for each.Step 1: Determining your ideal Recruiting Target
Step 2 : Understanding your Target’s decision criteria is a must
Step 3 : Knowing where your target “hangs out”
Step 4 : Employment branding
Step 5 : Learning your target’s job search process also
Step 6 : Posting the jobs for only active candidates
Step 7 : Directly sourcing the “non-active” prospects
Step 8: Providing the prospects with additional information
Step 9: The job application process
Step 10: Sorting applications by job
Step 11: The initial screening of the applications and resumes
Step 12 : The initial phone screen
Step 13 : Interviewing and selling the qualified applicants
Step 14 : The final interview
Step 15 : Then the reference checking process
Step 16 : The offer process
Step 17 : Then the post offer acceptance process
Step 18 : The onboarding process
Step 19 : Feedback and new hire methodology
Only for Recruiters….
I have finished
six months in Recruiting and what I observed is Recruiters are treated as a
mediators between the Organization and Job Seekers. Its fine when the candidate
is correctly placed and generating the productivity but it turns around when we
can’t place the Right candidate in the Organization. The only Satisfaction that
a Recruiter feels Glad about is when the Job Seeker after being placed in the
Organization and greets with simple words ‘Thanks’ and we can find the Respect
in his Eyes that’s enough for a Genuine Recruiter and not the Incentives or any
gifts can make us happy.
A sound recruiting method helps to
efficiently work and focused. Every day
a good recruiter do:
1.
Send a candidate to an interview
2.
Find a new search assignment
3.
Discover a qualified candidate
4.
Or Close a deal, and set a start
date for a new hire
Differences Between a Recruiter and Consultant
In recruitment there are low barriers to entry. There’s also a lot of money to be made. Almost everyone will claim to be a consultant. But for both candidates and employers there is a huge difference between the service you will receive from a recruiter, compared to the service you will receive from a true consultant.A recruiter will generally perform the following:
1) Take your job order over the phone, and tick the boxes they need
2) Write job advertisements around the boxes
3) Screen, interview, reference check and shortlist, then organise interviews
4) Negotiate the offer with the successful candidate
5) Reject the unsuccessful candidates
6) Keep in touch with the successful candidate
Here’s what a consultant should be doing for you:
1) Meet with you to understand your business. Along with a detailed job description, they should ask questions around what’s made your organisation successful, the challenges you are experiencing, your plans for growth and where the candidate fits into the picture.
2) A consultant should work with you to develop the brief for the person you want to hire. They should define the “must have” compared to the “would like to have,” and understand why this is so. They should understand the impact this person should have. They should also understand all aspects of the role, including the parts that other people do not like.
3) A consultant should challenge your assumptions based on their knowledge of the employment market and what other employers are offering.
4) A consultant should use all of their networks to find the right person, not just place an advertisement on a job board, which may only yield the person who is actively looking.
5) Act as the bridge between your concerns, the candidate’s concerns and helping to come up with an employment arrangement that suits both parties.
6) Act as your eyes, ears and antenna in a crowded employment market, so when someone emerges that suits the needs of your business, they contact you and let them know how they can help.
7) Provide another point of reference in the critical first six months of a candidate starting.
8 ) Provide honest feedback to you and the candidate in a way that benefits you both.
9) Refer other people management related solutions if they see this will assist your business.
Fundamentally a good consultant will listen to you, and seek to understand what you want, before jumping in and telling you what they can do.
