Before you can create job descriptions that reduce unqualified workers there needs to be a way to measure success. Using historical trends of current job descriptions to ascertain what percent of resumes received were unqualified, can be your initial benchmark percent. Now we can measure results of our changes to job postings by measuring new job posting responses against our benchmark.
Every job posting should have a declaration of what you are expecting from an applicant. This is where you explicitly state in so many words Read More →
The easiest way to attract Talent Lost group members is to include in a job posting what you are trying to accomplish. In the computer industry it is very easy to ask for skill sets on job postings however, just because you can use software tools and languages doesn’t mean you know how to design an application or possess critical thinking abilities.
There are more people who know how to use a hammer and saw then know how to build a house. Just because you know how to use Microsoft Word Read More →
The job qualification’s needs to evolve for corporate recruiters. The ability to understand the emotional demands of any corporate job title requirements is crucial when identifying exceptional talent.
The academic training and professional seminars for recruiters needs to expand. For recruiters to identify exceptional talent they need to understand the job roles beyond a job description. The best way to understand the corporate culture and daily chalenges each department manager and staff engage with is not going Read More →
Identifying talented people from a resume can be difficult unless you know how to read between the lines.
You can’t use keyword search, resume formatting or a cover letter because someone else besides the applicant can perform those tasks, which is usually performed by a professional resume service. Read More →
The Interviewing process of a talent lost group member requires a different approach because of their experience. Questions are not asked to prove they can do something, questions are asked to see how they did it, so you can determine could they make it happen in your environment.
When hiring a Talent Lost group member the focus is on corporate fit versus ability to perform the job. How well do they blend into the corporate culture. All HR questions should be aligned with the thoughts of why they were successful in their career, those soft skills that identify personality. Read More →
For a recruiter after a while all resumes for a particular job look alike. How can you really figure out who has the best credentials when reviewing 50 resume with almost identical credentials. If you only need 5 resumes to hire one person, do you stop at the first five that qualify?
You can’t use keyword search because anyone can add the correct keywords to their resume. You can’t use resume format, style and cover letter because anyone can use a resume service. You can’t ask behavioral questions because one can be coached and prepared to give favorable responses.
We find professional talent by looking at the full body of the applicants work, the broad depth and diversity of their knowledge, the person’s demonstrated ability to adapt Read More →
A big part of a company’s brand or image is not based solely on the product or service they offer but how they function as a company as well.
What a lot of companies seem to be missing is that any and every interaction with the public is an opportunity to build on the company’s image and brand, including the Human Resources Department.
The Human Resources (HR) Department’s recruitment and hiring process is an area that can have a significant positive or negative impact on a company’s brand and image. It gives insight to the culture and attitude of the company.
On the positive side, an HR Department promotes a positive image when jobs are posted no longer than a month and all applicants receive status updates on their open applications. In contrast, one indication that a HR department is promoting a negative image is when jobs are posted for several months and/or applicants do not receive any status updates. Read More →
Old age has always been looked down upon in our society. The notion was the older you are the less work you can perform. It was a valid argument when people relied on physical ability to perform their jobs. Today however, most of our labor force is in services. In today’s service dominated economies the notion that age reduces skills and work performance in the service sector is no longer valid.
This is the first time in history, on a massive scale, that our seasoned labor force is still capable of producing at 100%. Yet the old notion of reduced output with age still has circulation, when in fact labor value now increases with age.
A great worker at 25 years old will be an exceptional worker at 55 years old. If you have passion for what you do, coupled with exceptional ability and you have progressively practiced your profession for 20 + years, you are indeed very serious at your craft. Read More →