With the Millennial generation taking over the workforce, and Generation Z soon to follow, businesses need to be on top of their recruiting and hiring efforts. Understanding recruiting trends is key to sustaining an organizations hiring process and attracting top talent.
Businesses that intentionally spend a good chunk of time EVERY year to develop and implement succession plans thrive under transitional periods by appropriately filling talent and knowledge gaps when needed. To help with succession planning, we’ve listed 4 of our favorite qualities of an effective strategy.
As one of San Diego’s leading talent management consulting and recruiting firms, we know firsthand the importance of hiring right ? the first time. To encourage the best hiring practices, we’ve pointed out five items that the top hiring managers are doing ? to ensure the right hire ? the first time.
The final part of finding the right-fit candidate is all about screening for culture fit. It’s a critical step – and the great news is – it can be done early in the hiring process – starting with the job description/ad! As a company, knowing WHY you’re in business, and not just what you do is the best way to identify your company culture.
How can the job description/ad sound LESS like a job and MORE like an opportunity? SIMPLE: Shift your focus from the HAVES to the DOS. Instead of having a checklist of what someone needs to HAVE for a job, focus on what someone has to DO to be successful in a job. Top talent will only leave their current roles for an opportunity ? not just a job . Those employees want to be challenged ? they desire to learn something new. A successful job description/ad outlines the opportunity throughout the entire ad.
The best practices in the hiring process start with creating an effective job description. A simple shift in your job description/job ad can dramatically alter the results you’re seeing, from 5%-10% of your applicant pool being quality to 50% or more! Here is part 1 of our 3 part series where we’re going to teach you how to attract top talent starting from the job description.
As executive sales and marketing recruiters, we understand the challenges companies, and candidates, face. Interviewing and hiring is tedious, time consuming and repetitive ? and candidates can spend a lot of time interviewing ? with little to no follow up. With a few changes to the hiring process, both candidates and companies can have a more pleasant and effective experience. We’ve picked the top 5 changes that can improve the hiring and interviewing process.
As one of the leading San Diego recruitment firms, our clients are asking us this question, and others like: How do I interview for soft skills? How can I tell they are truly a hard worker? To assess for soft skills, like detail oriented, there are three things to focus on.
As a leading talent management consulting firm, we’ve seen first hand the common hiring mistakes organizations make. Often times our clients don’t even realize the cost of time and money. But we know the money lost, as a result of bad hiring practices, should be a huge wake up call for businesses to do a better, SMARTER job of hiring the right people, the first time. We’ve provided a breakdown to calculate the actual costs of a bad hire.
Gender biases are unfortunately common in many organizations. Understanding the value that women leaders bring to an organization is the first step to overcoming any gender biases that an organization or individual may have. Creating a successful talent strategy includes eliminating unconscious biases during the hiring process ? whether its gender ? or something else and shifting the focus to creating a more inclusive, diverse and balanced workforce.
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