Recruiting News Thursday, March 8 Excellent customer service, Customer service advisor, Mental health & more…


Recruiting News TLDR / Table of Contents

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Customer Service Advisor (34639036) –

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  • THE COMPANY… – – Join a team of experts to offer excellent import and distribution solutions throughout the UK and Ireland.
  • YOUR NEW JOB… – – An exciting opportunity has arisen for a career driven individual to receive quality training and a development structure in a fast growing company.
  • KEY SKILLS – – – Dealing with customers and clients via the telephone and e-mail – – – Providing excellent customer service – – – Assist with marketing campaigns – – – Order processing – – – Offer support to the sales team and managers – – – Processing credit…
  • Salary: 16-20,000 dependent on experience + 5% yearly bonus cap + pension scheme (after 6 months) – – Working Hours: 35 hours per week with 1 hour lunch break (08:00-16:00 OR 08:30-16:30 OR 09:00 – 17:30) – – Holiday Entitlement: 31 days (20days + 8 days Bank Holiday + 3…
  • Charterhouse Recruitment is committed to a policy of equal opportunities in relation to job applications.

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[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Customer Service Advisor (34639036) –[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”6-Best-Practices-for-Drafting-an-Independent-Contractor-Agreement”][vc_column width=”1/2″][vc_separator][vc_column_text]

6 Best Practices for Drafting an Independent Contractor Agreement

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  • Odds are, if youre a woman, youve heard this oft-repeated aphorism about how to get ahead in the workplace.
  • Perhaps, as you started out your career, you even believed it.
  • Yet the rise of #MeToo movement this fall has made clear what women have long suspected (or, in many cases, known): workplace success is tied not only to what we do, but to who we are.
  • And, by extension, our career advancement is in large part determined by who we know.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: mental health, toxic work environments, mental health facility., potential college students, student debt burden[/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”]Top Human Resources Today Recruitment Software Recruiting Software Content for Mon.Mar 05, 2018[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Case-Study-Should-an-Algorithm-Tell-You-Who-to-Promote-“][vc_column width=”1/2”][vc_separator][vc_column_text]

Case Study: Should an Algorithm Tell You Who to Promote?

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  • In this fictional case, a vice president of marketing and sales for the cleaning division of a global consumer products company is struggling to make a promotion decision.
  • After working with HR to narrow down the list of candidates, she had two finalists, both internal: Molly Ashworth, a brand manager on her team in the cleaning division, and Ed Yu, a rising star from BBIs beauty division.
  • Two years earlier, Molly had spearheaded a new subscription service for BBI cleaning products, which had, despite a slow start, shown strong growth in the past two quarters.
  • Setting Mollys interview up for the same day as Eds seemed like a great idea when shed suggested it to Christine and, given the noon time-slot, it had been only natural to meet at their usual lunch spot near the office.
  • The day after Annes farewell party, Aliyah met with Christine and Brad Bibson, a data scientist on the people analytics team.

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[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Case Study: Should an Algorithm Tell You Who to Promote?[/vc_column_text][/vc_column][/vc_row]

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.