From Our Blog:
Recruiting presents a very unique sales challenge. Unlike selling software or business services (where there is distinctly only one buyer and one seller), recruiting actually has two buyers and two sellers. The candidate and the hiring manager will each wear both hats at many points during the hiring process. Given they must both sell and buy in order for a successful outcome, shouldn’t this indicate an equal amount of accountability?
So why does the focus always seem to be on the candidates (and less so the hiring managers)? Most certainly this is because top talent is in short supply and strong demand right now. And while this hyper focus on candidates is completely warranted, it can sometimes result in less focus on the hiring managers. As a provider of RPO solutions, we hear all too often from our prospects that their recruiting resources are not doing enough to provide hiring managers with the recruitment guidance and partnership they need.... read more
LinkedIn has become a very powerful tool for networking and job recruiting, but people should be careful with how they use it. If you don’t position yourself properly, you could potentially do more damage than good. Knowing what type of information to post on a LinkedIn profile will make or break that crucial job interview you’ve been yearning after. The social network, which constantly encourages its members to share more — including details that may seem irrelevant in professional context, such as specific causes they care about or volunteer experience — could actually be doing some users a disservice.
Showcasing positive extracurricular activities and accomplishments can give people a better sense of yourself but always be aware of the fine line of over-sharing. According to Emily Gordon, Strategic Director for Seven Step, you should “highlight facts and stats that are relevant to your job, industry, professional network, or clients. If it doesn't relate to those topics, it should be removed.”
You also shouldn't let your personality, beliefs or whatever you do on your own time keep you from landing a new job, closing a sale or making a connection with a big shot in your industry. Gordon suggests cutting personal hobbies and interests, such kayaking or karate, from your LinkedIn profile. "Yes, they can make you stand out, but professional skills, like certifications or awards, will carry a lot more weight."... read more
Everyone knows most fads come and go, but every once in a while, a fad catches gold and is still relevant all these years later. So where do behavioral interviews fall in the industry? Behavioral interviews — where hiring managers ask questions of job candidates that elicit insight into how they may act in certain situations — are much more common today than 10 years ago. But much like any interview method, it can lose its effectiveness as candidates learn to work around it.
Jason Berkowtiz, VP of Client Services for Seven Step RPO, offers his insights on the current status of behavioral intervivews in an article in Talent Management Magazine, titled “Are Behavioral Interviews Still Relevant?”
“The best behavioral interview questions are going to ask somebody about a time that they had to do a task that is required for the role they’re in,” said Jason Berkowitz, vice president of client services at Seven Step RPO, a recruitment outsourcing firm. “If you’re hiring a writer, ask them about a time they had to produce a lot of content on a tight deadline. Their answer will give you a hint of their ideas of ‘a lot of content’ and ‘a tight deadline.’ ”
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Social media is quickly advancing into every aspect of our lives. An area where we are seeing a huge shift is within the recruiting space. LinkedIn has become the modern day resume, and this shift of reliance on social media has led some to argue that the traditional resume is becoming obsolete. For recruiters, they can argue that the resume is still as important as ever. While a resume has its own benefits, a profession LinkedIn page offers an up-to-date and dynamic way for the modern job seeker to promote themselves. ... read more
I can’t tell you how many times I’ve sent a well-qualified, enthusiastic candidate in for an interview only to have them come back and report that they had a horrible experience and would never want to work at that company. If this is happening to you, you need to pay more attention to training your hiring managers on how to sell the position to candidates.
Does it sound like I’ve got it vice-versa? Shouldn’t the candidate be the one worried about impressing the hiring manager? In today’s employment environment, candidates have top choice for where they choose to work. This means you have to sell them on your company and on the person they will work for if they’re hired. Your hiring managers are a linchpin in this process.... read more