Recently we spoke about the new tools used by executive recruiters and HR professionals including headhunters. The online world has changed the way companies do business and technology proliferation over the years has not left any stream untouched. Human Resources constantly moving towards higher productivity and efficiency is no exception.
There is possibly no recruitment method more cost- or time-efficient than re-staffing reliable former employees. According to a 2009 Career Builder survey of 2,924 hiring managers, 26% of employers who had laid people off in recent years were planning on bringing some of those layoff casualties back.
Looking back today in any company, we see intelligent systems that perform routine tasks such as personnel expense reports, time and attendance, workforce planning, controlling or training management and support the recruitment team in the battle for the most skilled and talented minds. In the era of globalization and high-end technology, the vacant positions are no longer stuck on physical bulletin boards but with each company utilizing its online presence.
Recruiting Advice No Headhunter Ever Tells You
Most recently, I read through a great piece by David Rogier on Medium about the best recruiting advice he ever got. As any self-respecting ambitious professional wanting to get a great position at a dream company, David talks through his struggle to get himself a position in a ‘start-up’ and the advice he got from Tristan Walker.
As we described before, workplace happiness has a direct impact on productivity of employees. As a manager and a CEO, this is something that of utmost importance. Especially with the millennials entering the workforce and wanting far more flexibility, tangible work-culture, most managers have to deal with the cost of unhappy employees.
Standing out from the crowd is a great skill. We already shared how your CV or job application hardly get more than a few minutes (even seconds) from the recruiter when so many applications are in competition for a single dream job. What can you potentially do to be different? While, we do not essentially recommend blatantly copy what we are about to share here, but we thought it could make you think out of the box on some aspects depending on your industry, function and level of seniority. For a fun Friday, it you are unable to use this inspiration! Here are 3 unique and creative job applications for your perusal!
Recently, @newscred ran a Twitter chat, the topic was: how do you create a culture of content in your organization? I’ve worked for 8 years now. I’ve been through 3 university degrees, and everywhere no matter what anyone says, I’ve understood one thing: one of the biggest impediments to successful project executions is not the technology, tools or anything fancy, but the people and their work culture. How do you create the right work culture?
As a part of our ongoing series when we ask Headhunters the questions that are most pertinent from a candidate’s perspective, we have insights today from Erni Curk, the Managing Director from the Profil Group in Ljubljana that focuses on executive recruitment. From having an internal locus of control alongside a big picture view, to how to respond to a headhunter call at your workplace, read more to find out all that’s expected of candidates in senior positions…
Post a recent HR seminar in Germany, a few excited HR bloggers shared their insights and someone Tweeted the new HR mantra. It said, “Wir müssen Charaktere rekrutieren, nicht Lebensläufe”. Loosely translated it meant, we must recruit for ‘characteristics/ culture-fits’ and not resumes. The immediate question that sparked up my imagination was- how? Today, I spoke with Christoph Skrobol, founder and CEO of a unique new recruitment service- Careerdate
Why “referral hiring” is the new recruitment buzzword
Referral recruitment encompasses a wide range of activities that use employee referral programs, online job boards, and social media to research, engage, and ultimately hire people.
