the link rel=nofollow which means it is a no follow link. The no follow also means that the company I work for will get zero SEO benefit from the post. I also linked to where the video is which is a great video about how we help with this topic.
The article is one that I thought this community may find interesting. I also posted another blog post this morning which I think is good about the topic. Both posts are 100% unique and I wrote them specifically for you all thinking they would add value. I'm more than happy to pull the links out of the admin would like me to. The reality is that any backlink off of a ning based site and any link with a rel=nofollow will not give an SEO benefit at all.
I hope that is enough of the disclosure and why I used a link. Thank you for leaving a comment as well.
h attributes are THE most important for you to find in the exemplary candidate (I have them give me the percentages of importance and I'm keen to get them to reveal the attributes they need beneath the obvious ones) you've got the whole recruitment and selection process defined. Life becomes so much easier for us recruiters.
Now you can pick out attributes near the top of the Hiring Manager's list for your telephone interview. Early rejection becomes easy and candidates actually appreciate being told early that they are no longer in contention. Now you have fewer interviews to do.
Go back to your Hiring Manager's list and compile an Interview Questionnaire based on behavioural-event questions. Give youself room on your form to write down what they say and never go to the next interview until you have scored the candidate you have just interviewed. Score them specifically on the Top Attributes. This form of interview goes deep and should take less than 60 minutes. Good candidates enjoy the fact that you are being so professional and they are more inclined to be open with you. It does not take long to learn how to quickly drill down using behavioural-event questions.
You'll likely have a few attributes that need some form of assessment. For instance, even though I'm an engineer I have yet to find out how to interview for numerical critical reasoning skills. In Australia we can ask candidates to do an on-line test for this and many other hard skills (as distinct from emotional intelligence attributes). Unless you've already done so, you'll need to find out whether this form of testing is allowed where you operate.
Now you're down to 2 or 3 quality candidates. Present them for the Hiring Manager to select The One.
Report to the Hiring Manager as to your assessment of their credentials as to how they match the attributes at the top of list when you were briefed.
This structured approach is actually quicker once you get organised. And now your reputation can be built for delivering quality candidates and doing that fast.
Hope this helps.
almost two decades of recruiting without this access I recommend another recruiter for the assignment.
The easiest skill sets are when, from the outset, at least the Hiring Manager and the Final Decision Maker agree on the weightings and hence ranking of the attributes to be found in exemplary candidate(s).
I make it easy for my clients to give me this information. If they bring in more stakeholder opinions that's easily done.
I like to meet face-to-face (or via Skype when geography makes this difficult) with the Hiring Manager. I don't need to meet others stakeholders and they don't need to meet with each other. Just 15 minutes of their individual time and wisdom delivers what I need to get going fast.
I reply with their own Attribute profiles and the team's consensus Attribute profile to which my Recruitment Plan is attached. From here on recruiting becomes so much easier and quicker - even for the toughest jobs.
My clients don't need to do anything like as many interviews. Recruit with the End Defined.…
date must possess in order to do the job, and let Y represent the Cultural fit within that particular oganization. As a rule of thumb, it is better to select candidates that meet the bare minimum range of the Y scale. For example, if you used 1-10 with 10 being best rating, a candidate with a X=9 and Y=5 means that, even though the candidate possesses the skills, they lack the attributes neccessary to thrive in that particular organization. Chances are high that you can loose this hire over the months to come due to their inablility to "fit" in the organization. Remember, it is easier to train someone on technical skills than to change their cultural attributes.
more effectively in our "wired" world. What we have now is a free-for-all with no structure & no discipline. The search codes or keywords in recruiter A's office will mesh with the keywords in recruiter B's office only by accident. I've got over 10,000 resumes from people I've intereacted with over 11 years. How do we find the gold nugget in the pile?
joblish allows us to have one definition of a particular attribute, and we can use those attributes to winnow the list of people that we should actually recruit & talk to.
Oh, by the way - joblish is free. If that makes me a vendor, would someone please call my bank and tell them.…