Carrie Goff, Franchisee Owner and Talent CEO for Patrice and Associates, and Greg Haudek, Senior Analyst for People Sciences at PeopleMatter, explain how pre-employment assessments can help you find best-fit candidates ... and why passion and spirit should supersede an applicant's resume.
Carrie Goff, Franchisee Owner and Talent CEO for Patrice and Associates, and Greg Haudek, Senior Analyst for People Sciences at PeopleMatter, explain how pre-employment assessments can help you find best-fit candidates ... and why passion and spirit should supersede an applicant's resume.
We’ll reveal recent research on how over 500 small business owners and operators across the United States are winning top talent, and recommend simple ways for you to put these learnings into action.
Download the full Recruiting for Small Business Guide: http://linkd.in/1rHBqBk
To gain the edge in complex job application processes is a science. To move smoothly to interview applicants must nail their response to selection criteria. Director of Harvest Recruitment presented on this topic at the Geelong Jobs Fair today.
Good Managers Have the Following TalentsAhmed Banafa
Being a manager in any industry can be a fulfilling job, but it can also be a difficult one. You will need to create a good team atmosphere whilst achieving the bigger goals.
Bad managers cost businesses billions of dollars each year, and having too many of them can bring down a company. Businesses that get it right, and hire managers based on talent will thrive and gain a significant competitive advantage.
Talent Acquisition - The Customer PerspectiveTALiNT Partners
Every interaction with a new candidates no different than a new customer. Do you apply the same rigour in candidate selection as you would to customer service?
Is your employer brand, employee value proposition and employee engagement aligned?
Would your own company’s employer brand persuade you to apply for a new role in your company?
How to Source in a Modern Healthcare EnvironmentBobby Matthews
Erin Murray, President, eHospitalHire; Bobby Matthews, Innovation
and Transformation Architect, Talent Acquisition and Retention, Mount Sinai Health System
The presenters will cover sourcing techniques including how to’s on Twitter, Facebook, LinkedIn, SourceLync and more. In addition, they will walk through how to set up a sourcing
team, both externally and internally.
We’ll reveal recent research on how over 500 small business owners and operators across the United States are winning top talent, and recommend simple ways for you to put these learnings into action.
Download the full Recruiting for Small Business Guide: http://linkd.in/1rHBqBk
To gain the edge in complex job application processes is a science. To move smoothly to interview applicants must nail their response to selection criteria. Director of Harvest Recruitment presented on this topic at the Geelong Jobs Fair today.
Good Managers Have the Following TalentsAhmed Banafa
Being a manager in any industry can be a fulfilling job, but it can also be a difficult one. You will need to create a good team atmosphere whilst achieving the bigger goals.
Bad managers cost businesses billions of dollars each year, and having too many of them can bring down a company. Businesses that get it right, and hire managers based on talent will thrive and gain a significant competitive advantage.
Talent Acquisition - The Customer PerspectiveTALiNT Partners
Every interaction with a new candidates no different than a new customer. Do you apply the same rigour in candidate selection as you would to customer service?
Is your employer brand, employee value proposition and employee engagement aligned?
Would your own company’s employer brand persuade you to apply for a new role in your company?
How to Source in a Modern Healthcare EnvironmentBobby Matthews
Erin Murray, President, eHospitalHire; Bobby Matthews, Innovation
and Transformation Architect, Talent Acquisition and Retention, Mount Sinai Health System
The presenters will cover sourcing techniques including how to’s on Twitter, Facebook, LinkedIn, SourceLync and more. In addition, they will walk through how to set up a sourcing
team, both externally and internally.
One of the leading challenges in recruitment is candidates rejecting job offers. The ratio of candidates rejecting offers is at an astronomical level, leaving recruiters and companies facing resulting time, money and resource allocation problems.
To minimize the level of candidate rejection, Superior Talent India has released a white paper highlighting reasons candidates reject job offers, so that companies can take a proactive approach to avoiding this happening to them.
The Cost of a Bad Hire: Four Common Hiring Mistakes
Finding and hiring game-changing talent is critical in today’s competitive business environment. Even the best-run companies, ones where hiring managers understand the potential of finding and acquiring great talent, sometimes overlook the flip side of the hiring process: the potentially devastating impact of a bad hire. As an executive recruiter, I know how much is at stake in the hiring process, and strive to pair businesses with dedicated and qualified employees.
A job interview requires research, preparation, implementation, and follow -up. Many of us think we know how to go through the steps but a little review is always helpful.
The Presentation includes: how to create the optimal job description, the interview process, defining your brand and why you need to assess your team to see how the right candidate can fit into the culture of your medical practice.
This guide presents 15 of the most common interview questions you will face in an interview for a recruitment role and what you need to think about in order to answer them fully.
2. Outline
What is recruitment?
Types of candidates
Active candidate
Passive candidate
Why do recruiters seek out Passive Candidates
How to convince a passive candidate
3. What is recruitment
Recruitment is finding
people with the right skills,
expertise and qualifications
to deliver organisational
objectives and to contribute
positively to the values and
aims of the business.
5. Types of Candidates
An active candidate is actively looking for work.
This does not necessarily mean unemployed,
but it can. This group is looking for a new
opportunity for a variety of reasons:
• More money
• They’re concerned about their current
employer’s stability
• They would like to take on more responsibility
• Their employer went out of business
• Dissatisfaction/grieviance with their present
employer/boss
• A passive candidate is employed, and not
currently looking for a new opportunity.
• This group accounts for 60% of high profile
candidates. This reason for this varies for each
candidates but it is mostly because they are
satisfied with their current employer
However if the right offer /right role comes
along, a significant majority of these
employees would be willing to talk with a
recruiter and consider a new position.
Active candidate Passive candidate
6. Why do
recruiters seek
out Passive
candidate
The first question that comes to mind is why beg a candidate to take a job
when there are several others looking?
Passive candidates may seem elusive and difficult to engage, but there
are several reasons to approach them:
They have the right skill set—Seeking out candidates with the exact skill
set you need means a better fit for your company than you will likely find
in the stack of resumes on your desk or a job board. e.g the chances that
you will get the right candidate to apply for an MD role is 2% .
Resume Doctoring / Forging —It’s easy to pad a resume when you’re
desperate for a job, but a passive candidate has no need to lie about
qualifications. You contacted them, so why should they? Most of them
don’t even have a resume that’s updated till you contacted them.
Less Competition
Their lack of urgency for a new job means they are less likely to be
interviewing with other companies neither would they have distributed
their resumes to other agencies, which means less competition for you
7. What are the Advantages and
Disadvantages of Passive Candidates?
More stable
in their job
They are
usually well
grounded
They are a
good pool of
candidate
Their revert
time is
slower
They reject offer
faster
8. How to convince a Passive Candidate
• Technical Groups
• Referrals
• Selling the role and the client
• Determine what would make the candidate interested
• Cold calling
• Focus on career Growth
• Linkedin Inmail
• Be Persistent