Recruiter News Wednesday, April 4 Question, Candidate, Candidates & more…


Recruiter News TLDR / Table of Contents

  • This Recruiter Shares The Questions The Smartest Job Candidates Asked
    • These questions show that the candidates want to deliver value to the company.
    • question, candidate, seriously gutsy question, team, specific UX team
  • Recruiting Mistakes That Attract The Wrong Candidates
    • While error is part of human nature, there is always a thing or two that can be done to set things on track. Recruiting can be truly tough and many who do not know the tricks may easily find themselves chasing away potential candidates. So, take a moment to know…
    • candidates, potential candidates, job, open job position,
  • Are You Measuring the Right Recruitment Metrics?
    • If you’ve been in HR for any amount of time, you know people want to hear about metrics, but are you measuring the right ones? Read this:
    • metrics, Social Media Agency, hire, talent acquisition, metric heavy dashboard

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This Recruiter Shares The Questions The Smartest Job Candidates Asked

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  • To help get you started, here are some of the super-smart questions Ive been asked during actual interviews by real-life candidatesand the reasons they got my attention.
  • Related: 8 Ways To Make A Great First Impression During An Interview Plus, if you want to get a sense of whether youll enjoy being around the people you could be working with every day, this is the question you should ask.
  • As a candidate, its the perfect question to catch the recruiter a little off-guard and get an honest answer.
  • A question like this gives you the chance to address any concerns the recruiter may have about your fit for the role head-on, in person.
  • This is another question that shows a recruiter theyre talking to a candidate who cares about team dynamics and understands that how a team works together can make or break the success of its projects.

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Recruiting Mistakes That Attract The Wrong Candidates

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  • A Job description should be customized in such a way that a candidate easily gets a sense of what the organization is about at a glance.
  • As a result, you will find that some interviewers show up extremely late for the interview, rush the candidates through the entire process while giving them little time to answer questions.
  • Every recruiter should aim to get a pool of diverse candidates with a wide range of skill sets that may perfectly fit an open job position.
  • Even though most companies today reveal little about their former employees, recruiters need to have good knowledge of the candidates skills as well as conduct by simply checking out their references.
  • You need to be sure that you are doing the right thing to attract the right candidates who are a good fit not just for the job but to your organizational culture too.

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Are You Measuring the Right Recruitment Metrics?

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  • Whether its a vendor telling you about their metric heavy dashboard, a VP of talent acquisition spouting the metrics she watches, or a recruiting admin trying to make sense of the numbers his boss is throwing at him, metrics are a big part of the job.
  • Time to fill = (number of days between publishing a job and making a hire) – – Time to hire = (number of days between candidate engagement and hiring that candidate) – – Each tells you something different about your speed to hire and recruitment function, but here are the…
  • Your quality of hire metric basically shows how good the people are who come into the organization and then, how long they stay.
  • Some insight on pre-hire metrics to help you assess your quality of hire (yes, metrics in metrics… very meta): – – Of course, once you get them in the door, there are a whole lot of other metrics that will ultimately feed into your quality of hire score.
  • While some of these things will seem familiar, there may be one or two you didnt think of before: – – Other great metrics to measure your hiring experience include: candidate satisfaction (try a quick post interview survey); recruiter response time (if your ATS doesnt have an autoresponder or CRM…

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Top Recruiting Courses

Recruitment Interviewing (603 students enrolled)

By Bob Bannister
  • Identify the best applicants for the role.
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  • 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.