Recruiting can be a difficult occupation but also rewarding and gratifying. Have you or are you considering a career in recruiting? If so, please review the article below to see if you have what it takes. Active Listening and Communication Skills Recruiting starts and ends with listening. Active listening, along with the ability to
In the talent acquisition profession, we spend so much of our time listening, evaluating, and making decisions. Our ability to effectively listen to our candidates, hiring managers, and other key stakeholders is of paramount importance. It is statistically proven that the majority of us only really absorb between 25-50% of what we hear. If the
As an interviewee, please remember you have the full right to take control of the interview and make sure your side of the street actually gets some traffic - do not go with the entire meeting just answering questions, ask them as well! Here is traffic rule number one - the green light. The employer
The changes are ingrained in our life. You may be thinking about changing a job, your career direction, or maybe you find yourself in a situation where your company goes through restructuring that affect you directly: downsizing, layoffs, introduction of a new technology and systems. If you are a kind of an ‘old school’ type
Time flies, and soon we will be ringing in a brand-new year. The end of the year is actually a “coulda, shoulda, woulda, time of year” when we take a few moments to think, reflect and wrap things up. As a recruiter, I am taking some time to think about my role, what I have done and what I would have done differently. As most of you will say, it was a very busy year with many new experiences and lessons learned. My 2015 was the same. I am wrapping up my thoughts and here are a few points that I think we should remember and be aware of when it comes to our job as recruiters and influencers.
Psychology has been my passion for years and I have had many chances to see how strongly this whole domain influences recruitment processes. Since I started my career in sourcing and recruiting, I have learned that a huge part of how successful and efficient your recruiting strategy will be depends on how good you are at reading candidate’s personality. It’s all about temperament – a configuration of various traits, such as communication habits, ingrown patterns of behaviour, sets of values, attitudes and talents. We can also mention personal needs, the types of input that people provide in their surrounding workplace, as well as the roles they have in society.
Every day we get through a pile of resumes, cover letters, and email messages from candidates, and although I have been in the recruitment field for quite some time, I still get surprised how much and what kind of information the candidates tend to include in their resumes and how willing they are to reveal their personal details. Marital status, family members names, number of children, religious beliefs, political affiliation, ethnicity, all find their way into the pages of the resume. I cannot help but wonder about the reasons for people to be so willing to share their lives and privacy without any filters. Recruiters are not IRS or any government officers who may want to know you that well, all they do is determine whether you are a good fit for a job or not. In fact, it is illegal for any employer to ask for these personal details.
In recent days, there are changes in the labour market that I have observed. Clearly, there are more employers having challenges finding highly qualified candidates, people who have the experience required for the roles employers need to fill, especially those positions that require specific and unique skills. The use of print media for publishing job openings is a historical practice that for the most part is no longer effective in attracting qualified talent. Other traditional methods of finding talent also seem to garnish minimal effectiveness. So, employers are now being forced to utilize creative and sometimes unconventional but effective tools for sourcing and finding the right candidates. And what is now driving those strategies is the question that continues to linger – how do we attract potential candidates?
Many people decide to look for new career opportunities for various reasons: career advancement, learning opportunities, new challenges, and finally for personal and financial reasons. These are the active job seekers. However, there are thousands of individuals who are willing to take a chance to make a step forward in their professional careers but they are simply not aware of an array of great career possibilities available in the job market. A short while ago we entered a new era of recruitment and talent management. Recruiters are no longer waiting for a flow of job applicants. Instead, the focus of top sourcers and recruiters has become taking an active role in the hunt for top talent and subject matter experts in specified domains.
As a person born and raised in Poland who had a chance to live in North America for some time, I would like to share my perspective from the view of both an experienced recruiter and a candidate in these two similar, yet different, worlds. Through my experience, I have learned that recruitment strategies and how candidates present themselves on a screening call or face-to-face interview is uniquely different from one country to another and it is the culture of that individual that comes into a play. Culture – the unique values, customs, social norms and behaviours that identify the individual a being part of a particular nationality or culture.