the top 3 ways you can support your hiring managers during a busy hiring period
Hiring managers are front and center in any recruitment process and often have more impact on outcomes than anything, or anyone else. They are the face of the company; they sell the opportunity to applicants and make the final decision on whether someone joins the team. It is therefore surprising, how little support they often receive in hiring. Here, we look at several ways they can be supported to ensure more effective outcomes on a regular basis.
READ MOREhow to effectively navigate rapid recruitment periods
Hiring in a rapid recruitment period requires a different approach to standard hiring techniques. Organisations undergoing transformation, however, often hire in large numbers over a compressed timeframe, and this presents a unique set of challenges to any company. Below we look at some of the steps you can take to mitigate the risks associated with hiring in high volumes at pace.
READ MOREwhat are bad hires costing your business?
The indicators of bad hires tend to be under-performance and/or conflict in the workplace and the costs associated with reduced output, as well as the management time and effort required to hire/remove/replace are well documented. In this article we explore the real cost of bad hires in your business and what you can do to reduce the risk.
READ MORE4 things you should do to improve your hiring process
Bad hires are bad for business; hardly front-page news, we know. The short-term pain of a bad hire is obvious and immediate, but the long-term damage inflicted by poor hiring decisions is far more insidious. There are so many causes for bad hiring, it would take several articles to address them all. In fact, we’ve […]
READ MOREwhy embedding hiring into your strategy will improve it
our hiring managers understand and execute best-practice. Even in a normal market, there is no excuse for bad habits, but in the current market every applicant needs to move through a process that is first-class and consistent.
READ MOREcandidate trends in 2022: part 2
In part one I looked at how factors such as a commitment to environmental sustainability is important to potential employees but has limited actual impact on their decisions the further into the hiring process we move. The real impact of such factors (from a recruitment perspective) lies in promoting them early in the process, as part of your employer brand – so they become more a marketing than sales tool.
READ MOREimprove your hiring by addressing these two areas
When hiring for long term employees, however, functional skills should form part of a broader candidate profile comprising life experience, values, motivators, personality traits and soft skills. This is where we have seen an erosion in best practice. Talk of ‘the great resignation’ and consequent skill shortages has notched up the sense of panic, pushing up salaries and lowering the threshold in the other aspects of screening outside functional skills.
READ MOREare you prepared for business after lockdown?
When this lockdown lifts it will most likely be characterised in the recruitment market by a compressed burst of hiring activity followed by the usual Christmas hiatus. March 2022 is when the face of the post-lockdown recruitment market will show itself. 73% of clients we canvassed predict a big year. Which means people on the move to new jobs.
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