Here are some tips for making your 30 second candidate video stand out.
Source: Forbes, Nov 30, -0001
We’ve all been there. The frustrations of Hiring and Being Hired are universal.Source: Intro30, Nov 30, -0001
On average I would spend around two hours per candidate. We recruiters work on sourcing them, scheduling and conducting an initial phone screen, sending them on up the chain and arranging...Source: Intro30, Nov 30, -0001
Work life balance.Source: Intro30, Nov 30, -0001
Watch what we do in 2 minsSource: Intro30, Nov 30, -0001
Are you needy, interrupting or dressed too dapper?Source: The Muse, Nov 30, -0001
According to Bersin by Deloitte, HR tech spend is currently over $40 billion globally. Since more than 45 million people in the US change jobs every year, a large proportion of this spend is on recruitment tools that make hiring quicker, easier and more accurate. Which is great for recruiters, but we need to check our tech is making finding a job easier, more accessible and engaging for candidates too.
What candidates want
Just as we expect consumer-grade tech elsewhere in our lives (to get a taxi, order a takeaway, access banking), recruitment should be no exception. Long online application forms and uploaded resumes are outdated and do nothing to make the process more engaging, fairer or more accurate. Candidates know this and so organizations risk losing good candidates through lengthy processes and unnecessary delays.
This is where technology can help by supporting a candidate-centric approach to hiring that puts people firmly in control of their own career planning.
Source: Intro30, Nov 30, -0001
Interviews are your chance to make a good impression with the company you want to work for. They can mean the difference between the job of your dreams and settling for a position that you don’t really enjoy. To make sure you end up where you want to be, here are 6 tips to help you ace your next interview!
We are pioneering a new way of recruiting that is inclusive and comprehensive. We look at who you are and what you've done and embrace your whole human.https://www.linkedin.com/pulse/what-character-driven-recruitment-ellie-dailey/
I am very much enjoying reading Malcolm Gladwell's Talking to Strangers. ‘What we should know about people we don’t know’ is a daily conundrum for recruiters and, says Gladwell, “our strategies for dealing with strangers are deeply flawed but they are socially necessary.”
Why? Because “We need the criminal justice system and the hiring process and the selection of babysitters to be human. But the requirement of humanity means that we have to tolerate an enormous amount of error. That is the paradox of talking to strangers. We need to talk to them. But we're terrible at it.”
Interacting with strangers is a daily issue for us as recruiters. We talk to candidates and want to believe that we are making decisions based on... What? Our ability to ‘judge’ will always be flawed. We are humans. What we can do is be aware of our biases and be clear about what we're looking for and why when we’re talking to strangers.
This is new to us all. Only 17% of hiring managers have ever seen a video resume, but nearly 90% of them would welcome them.We put together a report and made a video to explore the value of Video Resumes:https://intro30.lpages.co/whats-so-great-about-a-video-resume/