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Recruiting News Thursday, May 24

3 Things Typical Recruiting Agencies Get Wrong

  • I have functioned as a 3rd party agency recruiter as well as hired recruiters to assist in hard to fill roles when I didnt have the bandwidth.
  • Having seen recruitment from both sides I can say without hesitation that there are things many 3rd party recruiters consistently get wrong.
  • As a 3rd party recruiter I tried to communicate frequently and I decided to stop working on a search I would let my clients know.
  • Another thing recruiters get wrong is they tell you they have a really exciting candidate but when they send the candidate over its someone you have already seen because they have applied to roles before.
  • The sad truth is many 3rd party recruiters use job postings as a way to find candidates.

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3 Things Typical Recruiting Agencies Get Wrong

Recruiting and Retention Are the Number One Issues Troubling Business Leaders Today

  • Hiring managers report at every level, in every industry, in organizations small and mid-size and large-scale alike that hiring and retaining top talent is more difficult today than at any time in recent memory.
  • Make no mistake, the talent wars are affecting organizations of every shape and size: – – And the talent wars are not going away any time soon: – – The rising demand for effective workers promises to outpace supply for the foreseeable future in nearly every field.
  • On the other end of the age spectrum, organizations with significant age bubbles in their workforce will feel the greatest effects as the oldest, most experienced employees retire.
  • And if employers get on board, the most valuable employees are the ones who will reap the most benefits in terms of flexible working arrangements and other rewards.
  • The latest white paper from Bruce Tulgan and RainmakerThinking can help: Winning the Talent Wars: Build a Culture of Attraction, High-Performance & Retention.

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Recruiting and Retention Are the Number One Issues Troubling Business Leaders Today

A report warns that many apprenticeships are simply low-paid jobs – RECRUITING TIMES

  • The government claims that quality is at the centre of its apprenticeship reforms – – High-street stores are reclassifying low-paid roles as apprenticeships while receiving subsidies for training, according to a recent study.
  • The report explains that groups of employers joined together as part of the governments broader package of changes to apprenticeships to set down the new apprenticeship standards.
  • It commented that while some employers took the chance to introduce high-quality standards, others seemed simply to reclassify poor-quality, low-skill and frequently low-wage jobs as need to be skilled roles necessitating long-lasting training of at least one year, claimed the government in 2013.
  • They should also lead to complete competency and endow the trainee with transferable skills as part of a job; however, many well-known firms appear to be advertising on the governments apprenticeship website for apprentices in apparently unskilled roles.
  • A Kentucky Fried Chicken advert for an apprentice hospitality team member describes the opportunity as part of a development programme focused on knowledge, skills and behaviours; however, the role involves cooking and assembling KFC meals, serving customers at the tills, and adhering to standards of cleanliness.

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A report warns that many apprenticeships are simply low-paid jobs – RECRUITING TIMES

Chefs all Levels Job in Melbourne

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Chefs all Levels Job in Melbourne

Experts warn that the ‘superwoman’ cult is putting women off business – RECRUITING TIMES

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Experts warn that the ‘superwoman’ cult is putting women off business – RECRUITING TIMES

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.