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Recruiting News Thursday, February 15

Recruiting News TLDR / Table of Contents

  • Theoretical Evolutionary Biology
    • Open to new ideas. Since 1365. As a research university with high international visibility and a wide range of degree programmes, the University of Vienna is committed to basic research open to application and research-led teaching, as well as to career development of young researchers and to the dialogue with…
    • Vienna, basic research open, high international visibility, successful candidate, particularly qualified researchers
  • BenFred: Tough to name a coach who’s done a better job than Mizzou’s Martin
    • Make a better case.
    • new-and-improved SEC home, back-to-back SEC player, current college basketball, Southeastern Conference coach, annual coach-of-the-year debate
  • 19 Recruiting Strategies to Make Hiring Work For You In 2018
    • Blast your startup into orbit by building an awesome team with our recruiting strategy tips and advice from hiring experts and seasoned business professionals.
    • job, company, biggest mistake, startups, recruitment strategy
  • A Guy Can Dream, Can’t He? Here’s My Ideal Talent Acquisition Process >
    • It occurred to me recently that we look at the recruitment process in pieces and rarely as a whole. I can’t find any articles about what the dream process looks like, how long it takes, what tools it utilizes, and, how do you do it anyway?
    • AI assistant, initial engagement rates, job offer, National Public Radio, in-person interviews
  • Redirecting…
    • As a research university with high international visibility and a wide range of degree programmes, the University of Vienna is committed to basic research open to application and research-led teaching, as well as to career development of young researchers and to the dialogue with economy and society.
    • At the Faculty of Life Sciences of the University of Vienna the position of a – – (full time, permanent position; in case of a first time appointment to a professorship, the appointment may be initially limited with an extension option)) is to be filled.
    • Successful candidates should have the following qualifications: – – The University of Vienna expects the successful candidate to acquire, within three years, proficiency in German sufficient for teaching in bachelors programmes and for participation in university committees.
    • In addition, the University of Vienna expects the successful candidate to be prepared to take over responsibility on the organisational level of the Faculty and the University, if necessary.
    • Applications in English should be submitted as one pdf-file by e-mail to the Dean of the Faculty of Life Sciences of the University of Vienna, Univ.-Prof.

    Tags: Vienna, basic research open, high international visibility, successful candidate, particularly qualified researchers

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    Tags: new-and-improved SEC home, back-to-back SEC player, current college basketball, Southeastern Conference coach, annual coach-of-the-year debate

    • I think the single biggest hiring mistake startups make when recruiting is not treating their job descriptions like marketing pieces.
    • More often than not, you remove the company name and location and I would wager that the job description the startup is using is the same as any other company seeking talent with the same job title.
    • Free publicity about your company, the attention of hard to find passive talent as well as incoming traffic from active jobseekers; there is a lot riding on your job description.
    • It’s pretty common for startups to operate on a tight budget, but there are plenty of ways to get the word out, including free job posting sites.
    • You’ll waste lots of money trying to push a job people don’t find interesting on job boards or with other online recruitment methods.

    Tags: job, company, biggest mistake, startups, recruitment strategy

    • Im going to look at sourcing, the interview process, and then the job offer and onboarding, as my main umbrella.
    • After the candidate finishes their application and their initial screen, thanks to my chat bot, the resume then will land softly in the recruiters in-box.
    • The recruiter screen goes well and now it is time to set up the in-person interviews, and with the help of my AI assistant, the in-person interviews are scheduled.
    • Once I have my feedback into my modern ATS, Im able to move the candidate to the offer stage.
    • I get the signed offer returned and Im able to move the candidate along to onboarding.

    Tags: AI assistant, initial engagement rates, job offer, National Public Radio, in-person interviews

    Top Recruiting Courses

    Recruitment Interviewing (603 students enrolled)

    By Bob Bannister
    • Identify the best applicants for the role.
    • Interview applicants effectively.
    • Avoid legal infringements.
    • Confidently select the best candidate for Job offer.

    Learn more.


    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

    Learn more.


    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.


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