So you send out tons of resumes and cover letters, and fill out numerous job applications, and finally after all of that effort and hard work, you land an interview, the most crucial part of the job hiring process. Yes, you should do all the necessary preparations such as researching the company and reviewing the potential questions, but in addition to that, there are some pivotal things you should keep in mind when going into your interview.
Category Archives: recruiting
Are your employees putting on a stellar performance? Are company goals being achieved or exceeded? If so, then it’s time you reward your employees. Employee rewards can center around 4 distinct areas: appreciation, recognition, employee compensation and benefits. Typically, companies reward their employees based on either performance or behavior, or both.
Once upon a time, employee’s that were happy with their jobs often stayed with the same company until they reached retirement. How often do you meet an older person who says to you “back in my day, we used to be loyal to our company?” Today, it’s uncommon to see anyone, especially millennials, staying in one job beyond two years at most. This can be explained by the desire for better pay or for a job that will help the employee develop professionally and attain new skill sets. This blog will take a look at 5 essential reasons why you should always consider looking for a new job.
As the digital age continues to evolve, there is this common notion that job fairs are “a thing of the past.” However, the fact of the matter is, job fairs are crucial to anyone’s job search as they provide excellent opportunities to network with recruiters, learn more about various companies, and even make good first impressions.
Below are some tips that will help you optimize your experience at a job fair.
Searching for a job is not an easy process. It can be time-consuming, and sometimes demoralizing when you get rejected. Furthermore, it can be a very competitive process giving that you are not the only one applying for a specific job. Recruiters and hiring managers often look for the most “ideal” candidate to fill the vacant position. Luckily, there are some things you can do to help you land your desired job.
According to Forbes, employee engagement is defined as “the emotional commitment that an employee has to the organization and its goals” (Kruse, 2012). Employee engagement is often mistakenly defined as how “happy” or “satisfied” the employee is. In all actuality, employee engagement refers to how much commitment and contribution the employee makes to help further his/her company’s goals. This in turn makes employees a major asset for any company. When your accountant works overtime without being asked to in order to help balance the company’s books, it’s considered employee engagement. When an employee stays late to help their supervisor out, it’s considered employee engagement. For the employee, it’s not about the paycheck or seeking a promotion (though there is nothing wrong with being ambitious and demonstrating initiative), but it’s more so about contributing to the company and help it to achieve its desired goals and business results. It comes out of passion – a characteristic that is embedded in the employee and cannot be taught.
Once upon a time, in order to apply for a job opening, candidates had to either submit their resumes as an attachment to the application or email it directly to the recruiter or hiring manager. While this form of job application has not yet died down, candidates are increasingly taking to social media, particularly LinkedIn, to build up their professional presence as well as to showcase their portfolios. This makes it all the more important for recruiters to become involved in social media in order to connect and foster relationships with potential job candidates.
Below are some tips that can be used by recruiters and hiring managers to better facilitate the social media hiring process.
Research shows that the amount of time employers and recruiters spend looking at a single resume is less than 30 seconds. That means if the job candidate fails to stand out from the other candidates or does not possess the ideal qualifications, straight to the rejection pile goes the resume. The main goal that employers look to achieve during the hiring process is to hire a candidate who represents an “ideal” fit for the organization and most specifically the job role in question. In order for that to happen, employers and recruiters need to pay attention to a few vital pieces of information in a candidate’s resume.
We’re busy people and we just don’t have time to go through applications with a fine toothed comb. When a pool of candidates gets crowded, we’re wired to find disqualifiers to whittle down the pool. But, are we judging candidates a little too quickly or harshly? Are some of our biases preventing us from hiring potential superstars just because of a few minor mishaps? Here are some misdemeanors candidates commit that aren’t suicidal career moves and should not be treated like the crimes we have been making them out to be: Read More
We mentioned this in a previous post, we’re going to mention it again in this post, and we will keep mentioning it until corrective action takes place: job applications are painful for both candidates and HR. Jibe and Kelton released a survey last year saying that candidates would rather spend a whole day at the DMV or get a root canal rather than apply for a job online.
Let that sink in for a moment.
People would rather wait in a long line and deal with people notorious for their bad manners than apply for a job online. Read More