While compensation is not always the deciding factor for candidates, it is always key. Don’t be “penny- wise and pound-foolish” with your compensation offers. Many candidates are being recruited by more than one company, especially if they are… Continue reading
Resume “Red Flags”
Job interviewers know that there are no perfect candidates. Accordingly, if there are “red flags” in your resume, bring them up and discuss them in a candid and sincere manner. Be sure to also discuss your strengths… Continue reading
Carefully review the job description to understand what the company is looking for. Be prepared to match your strengths and achievements with the job requirements and to discuss some of your top achievements and relate them to how you can… Continue reading
Start your hiring process by preparing a written Job Description that includes required and preferred criteria. Consider only candidates who meet every required criteria. Don’t select a candidate who excels in one area but is lacking in another. … Continue reading
Research Companies And Interviewers.
Demonstrate that you are a serious candidate by performing an Internet search to learn about the company’s products and/or services, markets, customers and competitors. When you are initially contacted to arrange an interview obtain the… Continue reading
Elevate your company. You want your company to be at the top of the candidate’s list when you are ready to make a job offer. One way to do this is to include your company’s advantages i.e. location,… Continue reading
At the beginning of the interview confirm the pronunciation and spelling of the name of each interviewer and obtain titles and contact info. Send interviewers thank you emails immediately after the interview.
One of the most important ABC’s of recruiting is really ABR: Always Be Recruiting. Devote time to recruiting even if you currently don’t have any open positions… https://www.cnirecruiting.com/recruiting-tips-for-hiring-managers/
In a recent survey of business leaders it was determined that almost 50% of their companies did not have a pipeline of potential leaders. Accordingly, they were more likely to recruit from outside than to promote from within. [email protected]