#JobCandidates
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AI Skills Can Outweigh Experience in Many Hiring Managers' Eyes
A majority of hiring managers would prefer to hire a candidate with fewer years of relevant work experience but more experience with artificial intelligence, according to new research released Monday by Resume Templates.
https://jpmellojr.blogspot.com/2024/01/ai-skills-can-outweigh-experience-in.html
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𝐓𝐨𝐩 𝐇𝐞𝐥𝐩𝐟𝐮𝐥 𝐓𝐢𝐩𝐬 𝐓𝐨 𝐈𝐧𝐜𝐫𝐞𝐚𝐬𝐞 𝐓𝐡𝐞 𝐑𝐞𝐚𝐜𝐡 𝐓𝐡𝐫𝐨𝐮𝐠𝐡 𝐉𝐨𝐛 𝐏𝐨𝐬𝐭𝐢𝐧𝐠
𝐃𝐨 𝐲𝐨𝐮 𝐨𝐰𝐧 𝐚 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐚𝐧𝐝 𝐰𝐢𝐬𝐡 𝐭𝐨 𝐢𝐧𝐜𝐫𝐞𝐚𝐬𝐞 𝐭𝐡𝐞 𝐯𝐢𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐨𝐟 𝐲𝐨𝐮𝐫 𝐣𝐨𝐛 𝐩𝐨𝐬𝐭𝐢𝐧𝐠𝐬? Are you looking for the best ways to hire an employee for a specific post as soon as possible? Yes. It is the right time for you to double-check your prepared job descriptions. It is also important to achieve the best results according to your expectations.
Spend your quality time examining the job descriptions properly. It is also important to make the description as eye-catching as possible. No matter if your company offers a handful or even hundreds of opportunities, follow the same pattern to boost the effectiveness of the job posting.
Increasing the reach of the job posting is important to attract a diverse and qualified pool of candidates.
Let’s discuss the most helpful tips to enhance the visibility of your 𝐣𝐨𝐛 𝐩𝐨𝐬𝐭𝐢𝐧𝐠𝐬:
1. Use the keyword ‘post’ in the title itself
2. Get connected with the top-performing candidates
3. It is important to do the required Follow-up
4. Make use of social media
5. Get engaged with employee networks
6. Optimise job descriptions
7. For a better result, go for Refresh and Repost
Visit with:
https://placementindiatips.blogspot.com/2024/01/top-helpful-tips-to-increase-reach.html
#jobposting#hireanemployee#jobseekers#jobboard#postyourjob#resumebuildingtools#jobalerts#careeradvice#jobprofile#jobcandidate#PlacementIndia
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Why employers are stingy with job-interview...
"Corporate-recruiter Hudson is skeptical feedback can offer much value to candidates. He feels it's simply too subjective. 'These people spend 45 minutes with you. How can they possibly offer you anything of value?" #hiringinterviews #feedback #jobcandidates
Why employers are stingy with job-interview...
Workers want to know how they did in conversations with hiring managers, but rarely get answers. It's not always because employers don't want to provide it.
Korn Ferry Connect
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Why employers are stingy with job-interview...
"Corporate-recruiter Hudson is skeptical feedback can offer much value to candidates. He feels it's simply too subjective. 'These people spend 45 minutes with you. How can they possibly offer you anything of value?" #hiringinterviews #feedback #jobcandidates
Why employers are stingy with job-interview...
Workers want to know how they did in conversations with hiring managers, but rarely get answers. It's not always because employers don't want to provide it.
Korn Ferry Connect
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Why employers are stingy with job-interview...
Practice interviews can be a great tool for candidates to gain insight into their own interview performance. Seeking feedback after real interviews, on the other hand, can be a fruitless endeavor. #hiringinterviews #feedback #jobcandidates
Why employers are stingy with job-interview...
Workers want to know how they did in conversations with hiring managers, but rarely get answers. It's not always because employers don't want to provide it.
Korn Ferry Connect
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Tweeted
Participants needed for online survey! Topic: "Assessing Referral Confidence: An Examination of Attitudes" https://t.co/mMPKpvKWRB via @SurveyCircle #referral #JobCandidate #ReferAFriend #PersonalRelationship #job #work #survey #surveycircle https://t.co/lqUQ2rieTG
— Daily Research @SurveyCircle (@daily_research) Jan 25, 2023
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93% of employers look for effective communication skills in a potential candidate.
Need for Effective Communication in the Workplace
2023 might be difficult for some of us due to the recession and the scarcity of jobs. We must understand how best to improve ourselves to attract the right employers. According to statistics, 93% of employees will look for effective communication skills in a candidate. With effective communication, you have a better engagement of 17% more productive employees than their peers. Other studies have also shown that engagement due to communication increases retention, where 87% of your employees will be less likely to leave their jobs. When it comes to employers in 2023, they will also need help attracting the right talent and retaining the same. Generation Z is more likely to change their jobs 2 to 3 times in the next year in search of better opportunities and environments. Most will maintain growth opportunities and learning environments compared to proper compensation.
Mastering crucial conversations to get a job
Candidates who can talk well and communicate their points quickly are more likely to get the job they desire than others who need more communication skills. Mastering crucial conversations are about effective dialogues that will lead to solutions or strategies rather than create problems or negativity. What you need to learn:
Identifying problems – It is vital to understand how to identify the issues and provide solutions. Every situation has an origin, and finding this is crucial to solving issues in the workplace. Communication is the best way to sieve out the problems in the system.
Mastering stories about self – Controlling your emotions and utilizing the same at its best is all about mastering stories about the self. Gain control of your behavior so that you can motivate others by changing the way you perceive yourself.
Learn to share – Do you have an opinion? Well, then share it with the others. Learning how to communicate by not disrespecting others is a skill you will need to master.
Action-oriented – Combine crucial conversations with action and plan a clear path to achieve your goals.
Mastering Crucial Conversations to hire right
Hiring the right candidate is also a complicated process, and as an employer, you need to have effective communication skills to understand the strengths and weaknesses of the candidate.
Familiarize the profile – Familiarize yourself with all the information on paper given about the candidate. Utilize them to address questions and experiences while taking the interview.
Humor – Bring humility and humor to the interview process so that your candidate feels calm and you can have a good conversation.
Listen – Listen more and talk less. Give the candidate a chance to provide their opinions and understand their viewpoints.
Ask situational questions – Ask questions regarding situations in the workplace and how they would address problems. This will help you to understand their capabilities as a leader and team members.
Having crucial conversations in the workplace is key to higher growth and productivity. The training is essential for the employee and employer to maintain a positive work environment.
#communication#communication skills#conversations#crucial conversations#byldgroup#effective communication skills
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Investing in Declined Candidates
A company posts a job and receives two hundred applications. After reviewing resumes, four or five candidates are short-listed for interviews. As for candidates that do not make it past the screening stage, often it might be several weeks -- or even months -- after the application closing date before they are contacted through an impersonal, one line email informing them that the position has been filled. Worse yet, they do not hear anything back at all. Should companies invest more time in caring for declined candidates? True -- organizations really do not owe these candidates anything; and sure, some candidates are extremely under-qualified for the job that they have applied for; and yes, it takes some time and effort (although not a whole lot) during an already busy day to respond to applicants that do not make it past the screening process. Many organizations may not view this as a valuable use of time -- after all, these people will not be joining their company. It is easy enough to put oneself in the candidate’s shoes though. Most of us have probably experienced a lack of communication from a company after applying for a job. It is just good customer service to at least thank contenders for applying and let them know that another candidate was selected for the position. In addition, candidates should be encouraged to check back to the careers or employment portion of the company website (or to set-up email alerts) and apply for any future positions that may be of interest to them. They may not have made the cut with the current competition because there were so many outstanding applicants with a bit better education or experience than them. However, the next time this position or a similar job is available, the situation could differ -- either the candidate pool might have changed or maybe the prospective employee has gained some additional skills or experience that will now move him/her into a short-listed position. These are the little things that may entice a candidate to reapply the next time that a job vacancy is advertised.
Customer service is becoming more important all the time. Consumers have so many options in the marketplace that they rightfully expect to be treated well and made to feel that their business is important. The same should be true for job candidates -- they should be viewed as valued customers and subsequently treated as such. Generally candidates will appreciate the acknowledgment that they receive -- after all, each did take the time to apply to a position that the company had to offer. One happy customer will tell a few people about their experience, while one unhappy customer will tell several people. While this may not be exactly the same for job candidates, you get the idea -- declined candidates should be given the respect of appreciated and valued customers. Chances are, although disappointed that they were not short-listed, applicants will remember the gesture of being communicated with and will continue to have a positive impression of the organization. After all, some applicants might not only be looking for a job with a particular company, but they might already be current customers of that company. Not receiving any feedback at all does not make for good human relations and may cause a candidate to take their business elsewhere.
Many companies state in their job ads that they will only contact those applicants that are chosen for an interview. This is a quick and easy way to let candidates know that they will not hear anything unless they make it to the interview stage. It is basically communicating to the candidate that the company is too busy to contact them otherwise. Even a generic, mass email to those not chosen for an interview is better than taking an approach of no communication at all. Although it is likely not feasible to email a personal response to each and every candidate not chosen for an interview, it is at least preferable that the email include the candidate’s first name. Many applicant tracking systems actually make it quite easy to send out these types of responses to applicants after a candidate has been selected and the competition has been concluded. Even better would be that the response include other beneficial information, such as a link to a site that provides resume and/or cover letter advice or some suggestions for interview tips. These types of things indicate to the candidates that the company sees them as potential employees and wants them to improve their chances of being selected for a position by providing them with helpful advice for the next time that a competition is posted by the organization.
Of course, this is not to suggest that a candidate not chosen for an interview is entitled to a long drawn-out explanation as to why he/she was not shortlisted. If candidates do inquire as to the reason(s) they were not shortlisted, they should be given a truthful explanation, ie: there were applicants with more relevant experience or better qualifications than they have. However, they should also be encouraged to apply on future positions with the company that may be of interest to them and if the company has decided to postpone filling a position, candidates should be communicated this fact as well. Otherwise, they will assume that another candidate was selected for the position.
Companies should look at communication with declined candidates as an investment in the future. Showing a little amity and consideration does not cost anything and could eventually pay big dividends for the company. Even if not selected for an interview, candidates will be interested in the status of the competition, and a quick email thanking them for applying but letting them know that another applicant has been selected will go a long way from a customer service perspective. Although some managers may initially not see it as such, this is an opportunity for HR to provide another value-add service to their clients. It is a simple way to communicate to all candidates that the organization values them as customers. What does an organization have to gain by connecting with declined candidates? I would suggest a whole lot!
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7 Question To Ask On Your First Day Of A Jew Job
#job#jobfinders#jobs#jobsearch#jobhiring#newjob#jobforyou#jobquestion#firstjob#firstday#job2022#career#jobcareer#jobcandidates#firstbol#_firstbol_
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[ICYMI 🏙 🌍 📍] United States (AMNG) The first state to compel employers to disclose salary information to candidates was California. But there's a twist: The applicant has to request the information. Similar laws have been enacted in Maryland, Washington, Toledo, OH, and Cincinnati, OH. https://www.businessinsider.com/pay-transparency-salary-range-disclosure-laws-colorado-employers-terrified Cc : businessinsider #workforce #jobcandidates #mdemployment #jobseekers #unitedstates #baltimoremd #education (at United States of America) https://www.instagram.com/p/CT14LDRrYA0/?utm_medium=tumblr
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Hire the best candidate with staffing services in USA
#candidate#staffing#staffing agencies#jobsearch#talentsearch#jobcandidate#hiring#hiringnow#open#jobvacancy
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Job applicants are clients
Why you should treat Job applicants Like clients?
The unemployment cost is at a 16-yr low, which means most appropriate-assuming personnel are already gainfully employed. And trendy job seekers accept countless job opportunities at the guidance of their fingers -- via job boards, pleasant media and other channels -- making the job bazaar even more competitive for administration.
To construct your best crew, you need to promote appropriate ability on the chance of alive in your company, corresponding to how you promote clients the advantages of your products or capabilities. in any other case, you'll risk dropping job seekers to the competition and, because of this, see a lower in productivity and profitability.
here are a few tips to get started alleviative job applicants like shoppers.
build a robust application manufacturer.
The job applicant adventure starts off back potential applicants research your business to peer if any launch roles could be a healthy for their heritage, expertise and profession desires. And a strong application manufacturer can aid you angle out from the competitors and entice appropriate candidates -- just as your overall manufacturer can help you attract and keep customers.
To construct a powerful application brand, highlight the advantages your team has to offer -- including vacation time, knowledgeable construction budget, studying alternatives, and more. additionally build out profession paths on your career website, so prospective employees can think about their increase from access level to administration positions. And consistently share attractive content -- such as videos, photographs and worker testimonials, to get skills applicants aflame concerning the probability of alive for your enterprise.
retort to candidates at once.
many businesses wait greater than every week to easily assessment and reply to a new job applicant. You would not let a client advance go unanswered for greater than a week would you? if your company took too lengthy to acknowledge to client leads, likelihood is you would not accomplish abounding income.
applicants who are reviewed and acted upon at once usually tend to be employed. Responding to candidates as quickly as viable can support make certain effective candidates stay engaged and aflame in regards to the the probability of joining your team. in case you leave applicants ready around for a response, you're going to lose qualified candidates to different job opportunities - and alike your competitors.
keep candidates engaged.
as soon as applicants had been advised, it's essential for your team to communicate with candidates right through the complete hiring procedure, just as you would consistently communicate with a consumer to close a auction. when you are in the method of scheduling interviews and can't discover time in a team affiliate's schedule for just a few days or a week, reach out to the candidate as an alternative of abrogation them waiting and questioning when the interview will be proven. And if it's demography longer than expected to receive historical past assessments again from a candidate, reach out to check on the popularity or see if there's the rest that you would be able to do to assist.
continuous applicant assurance can be automated through verbal exchange so simple as text messaging. Emails, reminiscent of these your hiring group sends to time table interviews, can commonly be omitted in a awash inbox. And job seekers appeal extra easy easy methods to communicate with employers. almost 90 p.c of americans agree that it might be a good suggestion to acquire text letters during the job software technique.
by way of conserving candidates affianced during each step of the hiring technique, you can be certain right ability feels admired and stays interested in joining your crew.
assemble applicant comments.
Your shoppers likely commonly go away reports on bark and different systems, while job candidates and personnel leave reports on Glassdoor. past blockage on good of the newest Glassdoor experiences, your crew should still proactively bring together feedback from job seekers, so you can proceed improving your hiring system and job applicant adventure.
contemporary statistics found that seventy eight percent of job seekers point out they've on no account been requested for feedback on the candidate journey, and handiest 25 p.c of employers consistently appeal feedback from candidates. but via gathering candidate comments, and performing upon the comments, your company appeal to extra great candidates and closing hires bottomward the highway. And an additional benefit of amassing remarks is so that you can build relationships with candidates and new employees.
The low unemployment rate and abundance of job alternatives will continue being a challenge for employers. by way of alleviative job applicants like valued clientele, that you would be able to angle out as a correct administration and relaxed properly ability.
You may like:https://emailmarketingworks.blogspot.com/
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A Presentation Well Done / Yuol Deng - @deng_yuol / #JobCandidate #Juba #SouthSudan #HowWeMove #Logistics #SupplyChain #HumanitarianAid #UN #NGO #Oil_Gas #AirTransport #RoadTransport #RiverTransport #MarineFreight #Warehousing #Clearing #Forwarding #Freight #Customs #Cargo #Transport #Shipping #Trucking #Import #Export #ShineMaritime #Worldwide / https://is.gd/lEBQ29 — view on Instagram https://ift.tt/2WA07JL
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How to prepare for your job search in 2020 https://ift.tt/33fEYE0 #JobSeekers #JobSearch #JobHunting #JobInterview #JobInterviews #JobInterviewing #InterviewQuestions #JobSeeker #JobSearching #Recruiting #Hiring #HiringFirm #RecruitingFirm #Job #Jobs #RecruitingBlog #Resume #Career #JobSearching #JobSeeking #jobseekers #jobhunt #jobcandidates #employment #interview https://ift.tt/2Q93YaD
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Picking The Right Candidate: 5 Things To Remember Before Handing Out The “Final Rose”
The resume is often the defacto piece of evidence required by most employers when sorting through potential candidates for a job. It’s also probably the least effective measure of success for a new recruit. Blame it on human nature’s tendency to exaggerate their work history, or the inability of a piece of paper to truly reveal anything significant about the candidate. Whatever the reason, there are certain things you just can’t learn from a resume by itself. Follow a five-step process for recruiting and hiring your candidates, and you can reduce a lot of the headache associated with a poor hire. When you consider the typical cost of hiring an employee can expend a lot of company resources, it’s important to make the right choice the first time.
What the Resume Means
The resume is an indicator of whether or not an applicant can clearly organize their work history and accomplishments on a two to three page document. No candidate should be allowed to advance who has grammatical errors, inconsistent information or a sloppy construction on their resume. Think of it this way, if the candidate can’t put in the time to properly construct a resume, then you can’t trust them to perform at a high-level at work.
The Waiting Game
After you’ve tossed at least half of your potential candidates based solely on the cleanliness of their resume, it’s time to wait. You’re going to wait to see who gives you a call or sends you an email about the job. The people who take the effort to send a follow-up email a week later are the people you want to interview. Everyone else can be dismissed as not serious enough about the job to warrant further review. It’s a tough game to play, but you don’t need employees who aren’t able to think on their own and pursue what they want.
Go Beyond the Resume
By now, you should only have a few resumes left in your pile. The only people you should be considering are the ones who have submitted clear resumes and have shown a real desire for the job. Set up a phone interview with your candidates. Make sure you schedule the interview, so that you have a chance to see how they are able to perform on a timeline. Ask them questions about the details on their resume, and get a feel for how the person communicates. Ask casual questions in the initial phone interview, and save the more serious questions for when they come in to the office for a second interview. The goal is to get a feel for what the candidate values and how they respond to casual conversation.
References Aren’t Always Enough
Your candidate has provided you with two to three references who they have carefully selected. Make sure when you contact the references, you ask for one additional person that you can contact to get further information. By doing this, you can get a more accurate picture of the candidate. Just make sure it’s legal in your area to ask a reference for additional references. If it isn’t, feel free to ask the candidate in the interview for one additional reference you can call upon.
Use Technology and Review Your Final Candidates
Now that you’ve gone through all of the stages of hiring and evaluating a candidate, it’s time to check your HRIS to make sure you haven’t missed anything during the interviews. Narrow your list down to three candidates using the past information you have gathered, and ask one other member of your team to do a final independent interview to help you make the final decision.
Hiring a new recruit is something that is time-consuming and expensive. By making use of an effective Human Resource Information System, and carefully checking all of the details of your candidates, you can better ensure that you’re making the right choice. When you finally offer a position, don’t offer a full-time position if you have any doubts. Make it clear that the position is probationary, and a full position will only be granted after the employee has had time to adjust to the job and show your company how well they perform.
Read the full article
#application#bestcandidateforthejob#business#candidate#career#digitaloriginals#employeesolutions#entrepreneurship#foxnews#hiring#hottipsforstartups#howtomakeinterviewersseeyouastheright“fit”forthejob#humanresources#idealcandidateforthisposition#interviews#job#jobcandidates#leadership#maranda#marketing#news#offer#recruiting#recruitmenttips#references#resume#rightcandidateforthejob#selectingtherightcandidateforthejob#staffingcompany#strongcandidateforthisposition
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