Recruiter News Monday, March 19 Job, Urban career center, Candidates & more…


Recruiter News TLDR / Table of Contents

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3 Things to Consider When an Interviewer Asks “Why Should We Hire You?”

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  • In addition, you have to make your answer relevant to the job at hand and demonstrate the value youll bring to the company.
  • I tell my clients that no company wants someone whos just looking for any job they can get.
  • You Will Fit In – – Whether or not youll be a good fit is a major concern many employers have, and its also a tough thing for you to prove.
  • Your fit is difficult to prove without data or good recommendations from your references, but try to provide as much hard proof as possible: – – Tying It All Together – – Explain how youll exceed the employers needs based notonly on being able to meet the three major components,…
  • Going into the interview, know how important your role to the organization is: – – Bob McIntosh, CPRW, is a career trainer who leads more than 15 job search workshops at an urban career center.

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[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]3 Things to Consider When an Interviewer Asks “Why Should We Hire You?”[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Texting-Candidates-4-Rules-Every-Recruiter-Should-Follow”][vc_column width=”1/2″][vc_separator][vc_column_text]

Texting Candidates: 4 Rules Every Recruiter Should Follow

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  • This post will walk you through some texting etiquettethe dos and don’ts that every recruiter should keep in mind in order to provide a great candidate experience.
  • And since most people are never far from their phones, you can assume the candidate will see your text.
  • Here are a few examples of texts a candidate (Adam) could receive from a recruiter (Rachel): – – Using text to do anything else creates problems: it leaves things open to miscommunication and more lengthy communication is best done via email, on the phone, or in person.
  • According to a recent survey, 14% of job-seekers said the most inappropriate thing a recruiter could do over text was to send a message outside of business hours.
  • There are a number of tools that can help you manage your text messages with candidates.

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[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Texting Candidates: 4 Rules Every Recruiter Should Follow | LinkedIn Talent Blog[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Senior–Project-Control-Officer-position-in-Montreal-QC-Jobs”][vc_column width=”1/2″][vc_separator][vc_column_text]

Senior- Project Control Officer position in Montreal, QC Jobs

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  • Summary of tasks: – – Assist Project Manager with creation and maintenance of the project work plan.
  • This includes tasks, dependencies, time frames, resources and links with other projects – – Identify and highlight resource loading issues within the project work plan.
  • Facilitate the analysis by the project manager of resource and planning alternatives by providing what-if scenario results.
  • Assist Project Manager with documenting and tracking all risks, issues, change requests and action items.
  • Set up, collect and ensure completeness of actual hours with respect to project staffs time reporting on assigned tasks and estimated time to completion.

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Top Recruiting Courses

Recruitment Interviewing (603 students enrolled)

By Bob Bannister
  • Identify the best applicants for the role.
  • Interview applicants effectively.
  • Avoid legal infringements.
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Recruitment for startups: How to avoid common pitfalls (89 students enrolled)

By Michelle Gyimah
  • Really understand who they want to hire by examining why they are hiring
  • Get to grips with different employment status which will help them avoid expensive tribunals claims
  • Understand the true cost of recruiting new staff - it's not just about wages!
  • Sound and look professional when interviewing job candidates
  • Stay away from inappropriate questions that land them in tribunal
  • Use a system that helsp them pick the best person for the job - based on facts
  • Understand how to do reference checks when someone cannot provide a reference
  • Save themselves up to £2,000 per employee by doing simple employee checks

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Recruiter Training - Hire Top Employees in 30 days (47 students enrolled)

By Craig Brown
  • Become a hiring hero at your company by finding the right person in record time.
  • Free up your recruiting schedule so you can focus on other important areas of your job.
  • Free $99 book version of this course!
  • 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.

Learn more.