Recruiting News Monday, April 2 Candidate, Job profile, Interview process & more…
Recruiting News TLDR / Table of Contents
- Things to Look for In a Good Resume – HumanTelligence
- Human-telligence is easy-to-learn and intuitive recruiting process.
- candidate, job profile, , ,
- How to design an effective interview process
- When your interview process is broken, it’s time to start from the ground up. Here’s how to design an effective interview process.
- interview process, interviewer, structured interview process, candidate, technical ability
- CSIS Jobs Event – Lower Mainland – Canada.ca
- Social Development, Social Development Act, personal information, Vancouver Convention Centre, Canadian Security Intelligence
- When the candidates come over to the organization for an interview, they would always want to get selected for the job profile.
- There are a few things that show if the candidate is capable of the job profile.
- There are many ways by which a candidate can make their resume impressive, but this is not the only thing that works.
- An employer can find out the important and required things in a good resume by looking out for the following points: – – Every resume attains the capabilities of an individual, and this is something that would help them to fetch the job vacancy.
- If you are an employer who is looking forward to hiring new people to be a part of the company, then you can go through the above points to make sure you hire the best talent.
- For example, if interviewer A always interviews on company values/cultural fit, interviewer B always interviews on technical ability to perform on the job, and interviewer C always interviews on the candidates ability to teach a dog to ride a skateboard, for example, the data will always be comparable.
- Not only are you wasting valuable interview time by getting the same answer that the previous interviewer just got, but youre giving the candidate a crummy experience.
- Reviewing the scorecard prior to meeting with a candidate can allow the interviewer to stay on track and focus on obtaining the information that will help the team to make an informed decision on the candidate.
- Option 1:Interviewer A reviewed the scorecard prior to meeting with the candidate and knows whats the most import information to collect.
- Option 2: Interviewer A reviewed the scorecard prior to meeting with the candidate and knows whats the most import information to collect.
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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.
- Confidently select the best candidate for Job offer.
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
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.