Recruiter News Thursday, February 8
Recruiter News TLDR / Table of Contents
- 5 Ways to Decide Between Hiring a Junior and Senior Candidate
- Should you pick up that enthusiastic newbie, or should you shell out the extra cash for a grizzled vet?
- senior person, Recruiter Q&A, age-old hiring dilemma, ambitious startup founders, junior person
- 4 Reasons Why Transparency Is Critical to Business Success
- Be open, be honest, and communicate effectively. You will see improvements in company culture, employee morale, and employee productivity.
- employees, Harvard Business Review, Transparency Increases Trust, Transparency Builds Relationships, open-door policy
- 5 Unconscious Biases That Every Recruiter Needs to Recognize >
- Companies need to look no further than quashing discrimination and the potential for legal action. Many countries have equal opportunity laws, mandating that recruiters do not consider race, gender, age, or religious beliefs when evaluating and hiring candidates for an open position.
- unconscious biases, sound hiring practices, hiring managers, Bad hiring decisions, Data-driven hiring approaches
- Rockstar Games is looking for a great Recruiter.
- Human Resources Bangalore, Karnataka
- passive candidates, potential candidates, Rockstar Games, best game talent, Effectively track outreach
Tweeted At: Thu Feb 08 04:30:32 +0000 2018
Author: Recruiter Q&A
- Welcome to Recruiter Q&A, where we pose employment-related questions to the experts and share their answers!
- Have a question you’d like to ask?
- Leave it in the comments, and you might just see it in the next installment of Recruiter Q&A!
- Today’s Question: How do you decide whether to hire a junior or senior person for a role?
- The answers below are provided by members of FounderSociety, an invitation-only organization comprised of ambitious startup founders and business owners.
Tweeted At: Thu Feb 08 01:40:06 +0000 2018
Author: Michael Heller
- Here are four reasons why transparency matters for today’s businesses: – – Nearly 25 percent of employees don’t trust their employers, and only about half believe their employers are open and upfront with them.
- In fact, a Harvard Business Review survey found that 70 percent of employees are more engaged when senior leadership continually communicates strategy.
- Instead, tie the company’s mission, vision, and values to employee performance reviews and feedback.
- That way, employees will learn how to live the company’s values and align their work with the company’s mission.
- In a recent Harvard Business Review article, coauthors Holly Henderson Brower, Scott Wayne Lester, and M. Audrey Korsgaard write: – – When you let your employees in on company problems, they will either be able to offer their own solutions or help you work on a solution.
Tweeted At: Mon Feb 05 14:19:56 +0000 2018
Publish Date: 2018-02-05T07:07:23+00:00
Author: Thomas Tracy
- Many countries have equal opportunity laws, mandating that recruiters do not consider race, gender, age, or religious beliefs when evaluating and hiring candidates for an open position.
- However, interviewers exhibiting this bias favor recruits who share the same gender, casual interests, or socioeconomic status.
- Getting sucked into a programmed school of thought risks subscribing to organizational biases that could disregard many qualified candidates.
- That’s fine when it comes to booking the right room for the interview, but intuition doesn’t work so well when recruiters “feel” they’ve chosen the ideal hire.
- Harvard University’s implicit association tests are used by companies such as Google to raise employee self-awareness and manage unconscious bias.
Tweeted At: Wed Feb 07 14:43:04 +0000 2018
- Rockstar India is seeking a Recruiter to identify, source, & qualify candidates for all positions.
- The ideal candidate will have proven experience recruiting candidates across a variety of fields, a tireless approach to researching and contacting the world’s best game talent, and undying passion for Rockstar Games and our titles.
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Recruitment Interviewing (603 students enrolled)By Bob Bannister
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- Learn about the 'Heavy Door' theory of job applications.
- Evaluate candidates using the 'Cross-Platform Verification' technique.
- Effectively headhunt candidates using Boolean search strings.
- Use the advertising industry's 'Rule of Three' when contacting candidates.
- Create a Talent Pipeline that encourages great candidates to become part of your candidate pool.
- Properly define the role and get buy-in from colleagues 'before' beginning the search.
- Define the hiring process 'before' recruiting begins, and learn why this is important.
- Write an accurate, engaging and precise marketing document (aka Job Description), complete with Call-to-Action.
- Decide where and how to advertise job positions within your budget.
- Evaluate online profiles and resumes for the 'paper test'.
- Effectively screen and assess candidates in the early stages.
- Decide what format final round interviews should take.
- Create a job offer, negotiate salary and check references accurately.