Recruiting, bigdata, socialmedia, worktrends & much more…
Recruiting News Wednesday, June 6
- 10 Interview Questions You Shouldn’t Be Asking
- Social Media for Recruiting – Using Big Data in Social Media Recruiting
- #WorkTrends: The Talent Fix – TalentCulture
- While not exactly a downright horrible question, it shares some of the same problems as the previous example: its just too vague and generic to inspire an interesting answer from the candidate.
- Asking a candidate this question is akin to asking a high schooler what they want to be when they grow up: you might get a decent answer, but chances are, the person is not likely to be 100% sure.
- While asking this question might reveal character flaws, youre still unlikely to receive an honest answer as to why a candidate was let go from a previous employer.
- Additionally, this question may inspire the candidate to speak negatively about a previous employer, which can bring about unwanted awkwardness and hostility during the interview.
- However, this doesnt mean that there isnt room for general questions designed to gauge a candidates workplace fitness; but this does mean that all questions asked should inspire the candidate to provide you with unique and honest answers.
@tonyrestell: 10 Interview Questions You Shouldn’t Be Asking https://t.co/VdQDmXIH1Q #Recruiting https://t.co/8tVfocVV4H
- Social media recruiting is increasingly making use of big data to help companies find talent and identify the best job candidates for open positions.
- The combination of big data and social media for recruiting, put simply, works.
- There is no one specific formula for combining big data and social media recruiting to magically produce highly qualified job candidates, but there are some commonalities.
- Human expertise is the third necessary factor in addition to big data and social media platforms in successful social media recruiting.
- Combined with social media recruiting expertise, big data allows social recruiting specialists to make more accurate, evidence-based selections more quickly, and this can confer a very real competitive advantage for hiring companies, particularly as competition for top talent heats up.
@DXC_ANZ: Interesting! Using #BigData in #SocialMedia #Recruiting by @cherylrm https://t.co/zTfpPvNoha on @Social_Hire… https://t.co/mCU9GxSsUn
- This week on #WorkTrends, were talking to Tim Sackett about ways to improve talent acquisition.
- Sackett says thats the one question he really tries to force every head of HR or talent acquisition to ask their executive team.
- While thats a worst-case scenario, Sackett says the goal of every company should be to let hiring managers own their own team, and own their own talent.
- Complaining about staffing is seen as saying, You need to replace me, Im no good at my job, because thats their No. 1 job, Sackett says.
- But Sackett says that when he talks to TA leaders, they dont want to let these non-recruiters go because theyre great people.
@MeghanMBiro: #WorkTrends: The Talent Fix https://t.co/PoO1PadIHC #Recruiting #HR #Hiring https://t.co/huzbUqANTg
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.