7 mistakes that employers in recruiting | Michalpasterski.pl | conscious about personal development
Whether as an entrepreneur or a recruiter you care about is that candidates philatelist felt good in the recruitment process? Whether philatelist as a candidate you are aware that the nature of the recruitment process demonstrates the company level to which you are applying? Described below 7 errors recruiters will change your approach to every interview.
Recently, on the initiative of the Coalition for Friendly Recruiters conducted two studies on the candidate experience. The study involved 554 3021 candidates and recruiters in companies. The aim of this study was to examine the opinions and experience of candidates from all over the recruiting process.
Interestingly, reviews of companies were completely divergent opinions of the candidates ... Well, 73% of companies believe that cares about relationships with candidates, while 68% of the candidates says that the company specifically to them do not care. You decide, who do you believe more.
We will in this article investigate the truth (in the end everyone has their own), but we'll do something philatelist more constructive. Subject is extremely important, both for the one and for the other side. Thus I present to you 7 mistakes that companies make when recruiting.
For entrepreneurs, this may be an opportunity to change their habits of 180 degrees, and the candidates - a way to recognize the company at what level they have to deal with. To work: 1 No information about the status of recruitment
Only 45% of companies declare that they always send the confirmation of the candidate's application reach to the company. In other cases, the candidate has no idea whether his application has been received, or may become lost somewhere on the net or went to spam.
Every fourth candidate declares that he has been informed of the rejection of his candidature. The rest is waiting, chewing all day long nails with fading hope that as soon as the phone rings.
Applying for a job is a process which comes into play a lot of emotion, usually those less pleasant. No information about the status of recruitment is inhumane play. As a recruiter, put yourself in the position niepoinformowanego candidate and take care of it, that the next time he knew every step of the second Excessive clinging to the content of your CV
CV is a paper that has a very stripped-down and incomplete content on the candidate. Education and experience are not the only factors to be taken into account when recruiting.
What matters is also what he is and what is a person who applies for a job. Skills and experience is something you can get in a short time - while personality is something that is changing year. If you hit someone who has great enthusiasm for work, a great willingness to learn, contagious positive energy all around and has a creative initiative - shut eye on some of the gaps in your resume, they will be quickly compensated.
During my last recruit hired a person for an important position not once seeing her resume. The only thing needed is the result of a task commissioned by me and two meetings, which showed me that I was dealing with a special person. In retrospect, I know that it was one of the best decisions in the history of my recruitment.
If you want to get to know a candidate from a different, more interesting side than the purely professional, learn to ask good, thought-provoking questions. A good opportunity for this will be a 1-day workshop Life Coaching, who organize the Life Architect June 21 in Krakow (and 23 August in Warsaw and Gdansk August 30). 3 For a small number of meetings
Most of the companies take the decision philatelist after a meeting with the candidate. These companies tend to forget that during philatelist the first meeting of the candidate is usually stressed out and ready to tap out formulas from books like "100 most popular questions philatelist to the candidates during recruitment."
From the candidates, which take into account, meet two or even three times. Ask them a few custom questions, explore them from the more private side (eg, "What philatelist would have to happen to you were delighted with their work?", Or "What do you work most blocks?"). Often the second or third meeting can completely change the impression that you have achieved for the first time (both for better and for worse).
Also notice the atmosphere of the meetings. Your attention to detail and comfort candidate has a big impact on both the & nb
Whether as an entrepreneur or a recruiter you care about is that candidates philatelist felt good in the recruitment process? Whether philatelist as a candidate you are aware that the nature of the recruitment process demonstrates the company level to which you are applying? Described below 7 errors recruiters will change your approach to every interview.
Recently, on the initiative of the Coalition for Friendly Recruiters conducted two studies on the candidate experience. The study involved 554 3021 candidates and recruiters in companies. The aim of this study was to examine the opinions and experience of candidates from all over the recruiting process.
Interestingly, reviews of companies were completely divergent opinions of the candidates ... Well, 73% of companies believe that cares about relationships with candidates, while 68% of the candidates says that the company specifically to them do not care. You decide, who do you believe more.
We will in this article investigate the truth (in the end everyone has their own), but we'll do something philatelist more constructive. Subject is extremely important, both for the one and for the other side. Thus I present to you 7 mistakes that companies make when recruiting.
For entrepreneurs, this may be an opportunity to change their habits of 180 degrees, and the candidates - a way to recognize the company at what level they have to deal with. To work: 1 No information about the status of recruitment
Only 45% of companies declare that they always send the confirmation of the candidate's application reach to the company. In other cases, the candidate has no idea whether his application has been received, or may become lost somewhere on the net or went to spam.
Every fourth candidate declares that he has been informed of the rejection of his candidature. The rest is waiting, chewing all day long nails with fading hope that as soon as the phone rings.
Applying for a job is a process which comes into play a lot of emotion, usually those less pleasant. No information about the status of recruitment is inhumane play. As a recruiter, put yourself in the position niepoinformowanego candidate and take care of it, that the next time he knew every step of the second Excessive clinging to the content of your CV
CV is a paper that has a very stripped-down and incomplete content on the candidate. Education and experience are not the only factors to be taken into account when recruiting.
What matters is also what he is and what is a person who applies for a job. Skills and experience is something you can get in a short time - while personality is something that is changing year. If you hit someone who has great enthusiasm for work, a great willingness to learn, contagious positive energy all around and has a creative initiative - shut eye on some of the gaps in your resume, they will be quickly compensated.
During my last recruit hired a person for an important position not once seeing her resume. The only thing needed is the result of a task commissioned by me and two meetings, which showed me that I was dealing with a special person. In retrospect, I know that it was one of the best decisions in the history of my recruitment.
If you want to get to know a candidate from a different, more interesting side than the purely professional, learn to ask good, thought-provoking questions. A good opportunity for this will be a 1-day workshop Life Coaching, who organize the Life Architect June 21 in Krakow (and 23 August in Warsaw and Gdansk August 30). 3 For a small number of meetings
Most of the companies take the decision philatelist after a meeting with the candidate. These companies tend to forget that during philatelist the first meeting of the candidate is usually stressed out and ready to tap out formulas from books like "100 most popular questions philatelist to the candidates during recruitment."
From the candidates, which take into account, meet two or even three times. Ask them a few custom questions, explore them from the more private side (eg, "What philatelist would have to happen to you were delighted with their work?", Or "What do you work most blocks?"). Often the second or third meeting can completely change the impression that you have achieved for the first time (both for better and for worse).
Also notice the atmosphere of the meetings. Your attention to detail and comfort candidate has a big impact on both the & nb
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