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Introversion, Mbti certification programs, Internal candidates & more… Recruiter News Friday, February 23

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Recruiter News TLDR / Table of Contents

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For an Authentic, Effective Job Interview, You Must First Understand Your Own Personality Type

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  • Knowing who you are and understanding how that helps you or might not help you in your work and life allows you to walk into any interview for any job and authentically present yourself to the employer.
  • Instead, the MBTI tool is trying to help us see whether we have a preference for extraversion or introversion, along with other preferences.
  • When we see it as a matter of preference rather than identity, we understand thateach of us uses both extraversion and introversion every day to be effective and productive in both work and in life.
  • Ive mentioned only extraversion and introversion so far, but the MBTI has four preference pairs: – – Lets look at how each of your personality type preferences might help you in your work and life.
  • By understanding how to best leverage your natural preferences and balance them by flexing to new areas, you can present your authentic self in the best possible light during job interviews.

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[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]For an Authentic, Effective Job Interview, You Must First Understand Your Own Personality Type[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Why-an-External-Hire-Is-Not-Always-Your-Best-Bet”][vc_column width=”1/2″][vc_separator][vc_column_text]

Why an External Hire Is Not Always Your Best Bet

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  • There is a finite number of exceptional internal candidates and a potentially unlimited number of exceptional external candidates, says Steve Hrop, vice president of organization development services at talent development solutions firm Caliper.
  • For one thing, your external hire is more likely to do a bad job than your internal hire would.
  • Research clearly shows that a much higher percentage of external hires fail compared to internal promotions, especially at the executive levels, Hrop says.
  • Hrop also notes that external hires tend to cost more than internal hires, and that external hires need a longer time to ramp up to full productivity.
  • Just as an external hire involves close examination of applicants, vetting high-potential internal candidates takes some doing as well.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: internal candidates, exceptional external candidates, interested internal candidates, external hires, exceptional internal candidates[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Why an External Hire Is Not Always Your Best Bet[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”6-Things-Recruiters-Can-Learn-From-the-Winter-Olympics”][vc_column width=”1/2″][vc_separator][vc_column_text]

6 Things Recruiters Can Learn From the Winter Olympics

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  • For reference, Ive also thrown in some judges scores just like in the ski jump, so you can see how likely it is a client will be pleased with your picks when searching for your next placement.
  • Judges Scores: 10/10 – – For some clients, the freestyle snowboarder will be top of the list of requirements.
  • Great in the right team, the ice hockey player can make the ultimate commercial candidate.
  • They could be great for more technical or general management roles, and their love of rules and take their time could see them be desirable for a big corporate with lots of levels of lovely bureaucracy.
  • Judges Score: 8/10 – – They can do some of the most jaw-droppingly fantastic things youve ever seen, and theyre as precise as a surgeon in every move, but the figure skater presents a new set of problems for the typical recruiter.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: ice hockey player, figure skater, alpine skier, multiple family bereavements, new crazy excuse[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

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What it Means to be a Recruiting Superstar by Nature

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  • As recruiters, we know recruiting is competitive, and sourcing millennials can be tough, so there are a few traits recruiters must embody to attract the right candidates: – – If you cannot put yourself in both your hiring managers and candidates shoes, you will lose at recruiting.
  • While it can be easy for agency recruiters and third party recruiters to get caught up in a big payday, or a corporate recruiter to want to simply get someone into the role, thats not a great way to approach a new requirement.
  • Its so easy, in fact, that 92 percent of recruiters already use social media as part of their recruiting process.
  • Know the skill set, know the candidate: Most great recruiters live by this credo.
  • Social Hire – the Social Media Agency for recruiters and small businesses.

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[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]What it Means to be a Recruiting Superstar by Nature[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”HR-tech-tools-can-help-employers-comply-with-GDPR”][vc_column width=”1/2″][vc_separator][vc_column_text]

HR tech tools can help employers comply with GDPR

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  • Yet, because HR groups handle a great deal of personal personnel data, and many U.S. companies have a global footprint, especially in the EU, HRs participation is critical to GDPR compliance.
  • Not surprisingly, HR technology firms see a market opportunity in providing GDPR-compliant tools and services, which may work to HR managers advantageespecially as the deadline GDPR spells out data privacy practices that include detailed record-keeping, increased security measures (e.g. encryption), responsibilities regarding third-party services and mandatory data-breach notification.
  • Aspects [of the GDPR], like when and when not to rely on consent and the balance between holding onto data to ensure legislative compliance and deleting it, are going to be something of a balancing act for HR teams, according to Sue Lingard, marketing director for U.K.-based Cezanne HR Limited,…
  • For SAP, incorporating GDPR compliance into its SuccessFactors HR suite of applications has been one of [the companys] largest development efforts, says Kim Lessley, director of solution management for cloud security in the SuccessFactors group.
  • The GDPRs stringent data regulations and restrictions may be landing at a bad time for many HR organizations, just as theyre realizing the advantages of extensive data mining and analytics in finding and making the most of their companies best possible performers.

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[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]HR tech tools can help employers comply with GDPR | Employee Benefit News[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Wiser-named-as-best-small-recruitment-company-to-work-for-Recruiter”][vc_column width=”1/2″][vc_separator][vc_column_text]

Wiser named as best small recruitment company to work for | Recruiter

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  • The full list, published in this Sundays edition of The Sunday Times, is restricted to firms with between 50 and 249 employees, and is compiled for The Sunday Times by work-engagement specialist Best Companies.
  • Recruiters by ranking the number in brackets is position in overall list include: – – Four recruiters made the ‘Best 100 Mid Companies To Work For’, which ranks companies employing 250 full-time employees.

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[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Wiser named as best small recruitment company to work for | Recruiter[/vc_column_text][/vc_column][/vc_row]

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