Tag Archive: Recruiting and Sourcing

  1. Placing Pre-Employment Assessments Early in the Hiring Process

    Pre-Hire Assessments find the candidate that is more productive with the right skills for the job while lowering attrition

    Hiring someone who is a poor organizational job or culture fit, or lacks the right skills, causes a lot of divisiveness in a workforce, while lowering productivity and increasing attrition. When it happens enough times, or attrition rates remain stuck at higher than 30%, recruiters are usually ordered to do a better job of finding more qualified people, and hiring managers are told to do a better job of selecting people from among the job candidates that make it to final consideration.


  2. 7 Tips for Writing Effective Job Descriptions

    How to write an effective job description that will attract and identify the most talented candidates

    An effective job description has the power to attract and identify the most talented candidates for your company. Job descriptions also play a vital internal role by justifying the need for positions, defining the specific functions of roles, setting the hierarchy in the workplace and providing legal protection during employee terminations.


  3. Not Qualified? Yes, She Is! Removing Gender Bias in Recruitment & Hiring

    conscious and unconscious bias leads to gender discrimination in recruitment and hiring

    Unconscious bias in the workplace is a topic that tends to make people feel uncomfortable. Even if someone admits to having personal explicit or conscious biases, there is a general feeling of helplessness as to the best way to identify and overcome implicit or unconscious bias. Unfortunately, any kind of negative bias tends to work against minorities and women, and there is growing focus right now on gender discrimination ” how it continues and what can be done to end it


  4. Skills vs Resume: How to Find the “Right” Candidates

    How to Find the “Right” JOB Candidates: Skills vs Resume

    According to a recent study, more than two-thirds of employers are concerned about the impact that the growing skills gap will have on their business. Employers aren’t having a problem attracting applicants to their job openings. Instead, the problem is attracting skilled candidates that have the “right” skills. Employers who want to overcome this skills gap must reevaluate their hiring strategies and look for alternative ways of finding top talent candidates.


  5. Are You Ghosting Job Candidates by Keeping Them in the Dark?

    The term “ghosting” is rooted in the dating world, but it is now a term used in reference to the recruitment and hiring process. Simply stated, it is when a recruiter or hiring manager cuts off communication with the job applicant at some point between job application submission and the first day of work after a job offer. It is discouraging for the person who has spent a lot of time preparing a resume, filling out a job application, interviewing and completing a pre-hire assessment and job simulation. The result is that ghosting employers are losing some of the best job candidates for their organization.


  6. Do Your Hiring Managers Have an Attitude While Interviewing?

    Before attending the in-person interview process, savvy job candidates learn how to talk and act during an interview. Realizing one mistake can cost a job offer, verbal and non-verbal communication is crafted to ensure maintaining professionalism.