Good news, we’ve added a new payment option to our CV database making it more accessible for those that don’t require regular or large volumes of CVs.
It means that you no longer need a licence to access our CV database. Instead, all recruiters with a Jobsite account can search the 3.1 million CVs that have been uploaded to our site for free and then simply pay for the ones that are of most interest to them. This is when the personal details and contact information becomes visible.
Many businesses are finding it hard to recruit the talent that they need. In this guest post Katrina Collier of recruitment transformation consultancy Winning Impression, looks at one part of the talent acquisition process that is often overlooked but could be key in making sure you get the right person…
“Anyone who has heard me speak knows that I believe that to truly succeed in hiring top talent you need to look at your Candidate Attraction & Experience, from source to application right through to offer, and ensure it feels welcoming & passionate.
This is no easy task for recruiters. You need to step back, look objectively at the whole process and get a feel for where things could be falling down. There’s no point spending lots of energy creating a great buzz on social media if job seekers are turned off by the reality.
It’s easy enough to resolve a technical issue with your application process if it’s say, a glitch in the ATS, but what if it’s something more subjective like body language. This could lead to some awkward conversations with colleagues.
Though I appreciate as an interviewer it can be a challenge to stay focused and engaged when a candidate is unsuitable, how do you ensure that your body language isn’t putting off the applicants you do like?
Here are some things to keep an eye out for:
- Sit up straight, I don’t mean rigid, simply appear interested. Slouching can send the wrong message even if it is comfortable.
- Avoid encroaching on their space, as this will feel intimidating to a potentially already nervous applicant. Are you standing or sitting too closely, did the applicant move back at all? Have they put something between you like their bag or coffee cup?
- Remember to smile; you’ll learn more about your candidate, as they’ll feel at ease.
- Watch your tone of voice; does it sound welcoming and enthusiastic or harsh and bored? Continue reading “Is Your Body Language Putting Off the Best Talent?” »
We recently joined forces with UK Recruiter to present the second in a series of unique recruiter learning events. Our first event, in March, dealt with how to manage client relationships (from business winning to account management) and for this one attention turned to the candidate with our two expert trainers – Denise Walker and Emma McDonnell – looking at how to manage candidate relationships.
In this blog we bring you the first two sessions from the event.
The afternoon opened with Denise and Emma setting the scene – the most successful recruiters in this market develop strong relationships with their candidates to ensure that they have loyalty and trust and to help encourage referrals and business recommendations.
In the short video below they start with the importance of being a respected partner and encourage the attendees to crowd source a list of the current challenges they face in trying to build trust with their candidates…you may recognise some of these challenges…
We recently published a guest blog from HR and Talent consultant Sharon Clews in which she talked about hiring for organisational fit over technical skill. She had recently completed a major recruitment project within retail financial services and was sharing her experiences.
In that blog she talked about the need for using behavioural questioning as part of the interview process, and in this follow up she shares some of the questions that she asked. Let us know if you have used these, or similar, questions…
“Behavioural interview questions are based on the premise that how you behaved in the past will predict the way you will behave in the future. Of course, circumstances and situations change, but overall, the response a candidate provides will be a very close approximation of how they would be expected to react in a similar situation.
You should use this form of questioning to delve into the way a candidate is likely to respond to situations requiring attributes such as attention to detail, autonomy, criticism, commitment, decision making, communication and initiative. In these examples, the information in brackets at the end is what we are trying to elicit from the candidate with that particular question.
- Tell me about a time when you have had to communicate an unpopular management decision to your team. How did you deliver this information? (communication skills)
- Tell me about the most difficult customer you have ever had to deal with. What was the problem, what did you do and what was the outcome? (customer service skills)
- Can you describe any projects or tasks that were primarily undertaken because of your efforts? How successful were they? (initiative)
- Give me an example of when you were successful in identifying and developing business opportunities outside existing business (leadership skills) Continue reading “14 Key Interview Questions to ask if you’re Hiring for Organisational Fit” »
With the recent announcement of further cuts to Military staff over the next few years likely to bring an increasing number of committed, highly trained staff from the Army, Navy and RAF onto the job market, the question for recruiters and hiring managers will be how to assess and utilise the wide range of skills that they can offer.
“Having helped a wide range of service leavers from the Army, Navy and RAF of all ranks and ages, both male and female it is very clear that the majority have the key personal skills that companies look for – team oriented, self-motivated and reliable. So we decided to look deeper, and using employer feedback as well as our own experience, we put together a list of the top ten skills that ex-Forces candidates can offer…
- Leadership skills: Employers highlighted this as one of their key requirements. Being able to lead a team of staff requires confidence, as well as being able to delegate tasks and roles, whilst giving help and support to those you are leading.
- Good Communication: Serving in any of the armed forces requires the skill to communicate with colleagues in some of the most stressful and hostile situations. This skill is necessary in all working environments, whether with staff or in a customer service situation.
- Self-Motivated: This is essential, giving individuals the drive to succeed, complete tasks and increase opportunities for advancement and progression.
- Efficiency: This is also becoming an essential attribute, particularly during a recession as companies are looking to streamline or cut costs in all areas. Having the capability of achieving the desired result with minimum use of resources, time and effort is a valuable and vital skill. Continue reading “10 Skills that ex-Forces Employees Can Bring to Your Business” »
Jobsite’s June 2012 newsletter announces our Home Move Box advertising campaign, plus great blogs including:
- In defence of recruitment consultants
- Future work trends
- Successful CV database searching
Read the newsletter online by clicking here.