It’s time for final round interviews. You’ve made it past countless questions, reference checks, and more. It’s down to you and 3 others. The question is how do you stand apart from the rest when you are all equally qualified?

What hiring managers want to see during final round interviews is how potential candidates will fit into their company culture. Do the candidates have a personality? Are they serious or laid-back? Are they upbeat or quiet? Here are some pointers to keep…

Not too long ago I got a call from a recruiter who found my profile on LinkedIn and wanted to know if I’d be open to other opportunities. Being a recruiter myself, I generally like to hear from other recruiters. It is a way to survey, see what other people are doing and do a little market research at the same time, and of course, who knows, they might have an interesting opportunity.



This particular recruiter was pretty good, wasn’t speaking 100 miles an hour with their…

Situational Judgement Tests (SJTs) have been around for almost 60 years. They have become an increasingly popular tool in a recruitment process as they are able to assess job related reactions to situations that other assessments are unable to measure.

These psychological aptitude tests are designed to assess an applicant’s judgement when faced with certain scenarios. Strictly speaking, they assess a preference to make a judgement, but they can, to a certain degree, also assess…

Normally the clients that get our attention are the ones with the highest CUE ratings.  For those that haven’t heard of it –…

Just watching the CNBC Street Poll today, currently Social Media has the highest votes on the next bubble to burst

What's the next bubble to burst ? CNBC

We all remember the dot com frenzy before it burst. Companies with solid business plans survived and that would be the case with Social Media or Social Recruiting.

The online recruitment paradigm has shifted.  Are you stuck in neutral?  Hopefully, some of these articles will help you shift gears and move forward.

Newspaper advertising once dominated how people searched for a job. Then the big job boards…

One of the most important steps in the recruitment process is the offer stage – yet most companies don’t invest the appropriate amount of training and resources into this critical recruitment phase.  Recruitment is all about the outcome – the hire.

As Recruiters, we need to look at this phase as “closing the candidate” and put the same importance the Sales function puts on “closing the deal”.  An organization can have best-in-class sourcing channels but if they are unable to have…

I am no LinkedIn expert. But I do use it. I post status updates, I join groups, I comment in discussions, and I check backgrounds of just about every person I am about to interview or even meet.

I also get lots of requests to connect, and as a result have about 1,000 connections currently, so I suppose I could be described as an ‘active LinkedIn’er’.

Active enough to realise there are a few things LinkedIn users simply should never do!

Firstly,…

Does my question sound inane, or is there something to it?

 

"In Malcolm Gladwell’s book Outliers he points out that luck plays a big part in success, for example, having the luck of being born in the right place, or at the right time, or into the right family." (as stated by…

In the reactionary world of recruiting there is often little opportunity to discuss an enhanced over-arching global talent acquisition strategy and its tactical elements. Let alone become engaged in such an effort and elect to add your unique value to the final form. 

My motivation behind instigating this discussion is to explore more efficient rational ways to meet current, upcoming and long-term human capital needs of web organizations on a…

“I’d be ashamed to be human

Afraid to say

My time has seen it’s day

’cause’ I’m living in a time of inconvenience

living in a time of inconvenience living in a time of inconvenience

It’s an inconvenient time

This is the time of greed and power

Where everyone needs to have someone to shove around

Our children come to us for answers

Listening for freedom but…

It surprises me in this day and age that there are still managers out there blaming their staff for poor performance!! Yes, you heard me correctly!

Do you trust a resume more than your IT staffing partner? If you do, you’re most likely losing out on top IT talent.

So often, hiring managers get too focused on the resume – what information is included, the style and tone it is written, the number of keywords (per the job description), etc. They want the resume to tell them everything they’re looking for; they want…

So this is part 4 the end.

Over the last few weeks I have posted allot of info about the 3 models. I posted roles, responsibilities, positive and negative point about each as well as metrics used to measure the success of each.

Now for a few tidbits, things to keep in mind when deciding, and my overall thoughts.

The A-z Model or monofunction is the oldest. One person does it all. It can work, but to make it work you need to ensure the following are in…

Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing, social recruiting, recruiting metrics and anything else in the recruiting space. This week we’ll be talking about knowing your recruiting competitors, who to recruit first, recruiting and social media, recent HRTech acquisitions and…