Your company is growing - but the people you need to hire are in demand.
To improve your recruitment process you first need to understand it. And one of the best ways to do that is to map it out.
Running a successful recruitment process is an incredible way to give candidates an amazing experience, have more offers accepted, save your time and hire quicker.
Every company wants to know how well their new employees are doing. Are they performing well? How much are they contributing to the company’s success? Will they stay?
Cost per hire is the amount it costs you to make a hire. As it’s difficult and time-consuming to work this out for every single job, normally it is an average cost over a period of time (a month or year).
We’ve all walked into a room full of people. The first thing we do is scan the crowd for a familiar face. Preferably, someone, we like. Failing that, most of us will take almost anyone we know. Anything to stop the discomfort of being alone and exposed.
When I was a teenager, my best friend had a dirt bike. He lived out of town and rode it on his family farm and in the adjacent pine plantations. He constantly talked about it. His stories of where he went and what he did were infectious. I wanted one. Badly.
First impressions count. We hear this all the time. But I never really knew why. Why would the first impression matter more than the ones that followed?
Your request to hire a new team member was approved. Now you need to find the right candidates. You have the job description so it should be a simple cut and paste for the job ad. Shouldn’t it? Or can the words in the ad impact who applies? Are all words equal, or are some better than others?
It’s in our nature to jump to conclusions, particularly when something goes wrong. I find myself inadvertently doing it all the time.
When you last went shopping, did you pay full price? If not, was it something you set out to buy or was it too good a deal to pass up?
You’d been putting it off all day, but finally, you’ve finished. You’ve read (skimmed over) the last CV. It was a chore, it wasn’t enjoyable, but the few good candidates you found will hopefully make it worthwhile.
Applying for a job sometimes feels like dropping a coin in a well. There is a wish, but aside from a distant splash, or email receipt, no indication that you were heard.
We all have unconscious bias. And no matter how hard we try, we can’t get rid of it.
Is the London job market fair? It’s a simple question. But deceptively challenging to answer. What is fair? And for whom?
Your colleague David is hiring. His manager has approved the budget, HR is on board, and everything is in order. But David’s brow is furrowed. Turning to you he asks, “Do I hire for diversity or the best candidate?”
Diversity and inclusion is a term that is everywhere at the moment. In job descriptions, annual reports, corporate training programs, performance objectives. The list goes on.