How to Ensure #Candidates Come Well-prepared for the #Interview?
Visit the link now: http://ow.ly/UOXP307BHl5 
Post an Opportunity or Simply Start Connecting to the Right Resources. Connect with like-minded people who are passionate and will move your business forward.
Showing posts with label Best Candidates. Show all posts
Showing posts with label Best Candidates. Show all posts
Sunday, 29 January 2017
Tuesday, 20 December 2016
Job Seeker Insights to Help You Strategize your Recruitment Process
There is a lot about recruitment than what meets the eye. As a hiring manager, it is important to understand the behavior of job seekers so you can tailor the manner of recruitment in order to attract the best talent. Apply recruitment with mobile device Mobile device has become the oft-used instrument for job searches and it appears that most people conduct a job search on their mobile device the first thing after waking up. Therefore, a well-worded mobile friendly job post may help the avid mobile user find the job he is looking for on the mobile device. Special job posting days.
An interesting analysis was that candidates avoid Sundays to do any sort of job searching. They put off doing so on Monday too. It appeared that all their interest in choosing better job options happened on a Wednesday, so it might be a good idea to publish a new job posting on a Wednesday. If a job posting stays on for more than a week, the average numbers of views drop drastically so it might be great to refresh the job posting so that it appears first during searches. Expand the search to other cities. Many recruiters restrict their search to local candidates and this can be limiting. Recruiters would do good to look at other cities too since there are many candidates who look for positions outside their current location.
When recruiters expand their search to look for candidates in other metros, they can enjoy the advantage of short listing from a larger talent pool. Appropriate keywords. Most often companies look for specific skills in resumes and are flummoxed when very few show up in search results. This is because there is a gap between the keywords used by the recruiter and those used by job seekers in their resumes. Analysis into this phenomenon has revealed that keywords used by employers in job descriptions appear anywhere between 2 to 4 months before they begin to show up on the resumes of job seekers with such skills. Therefore, if companies are looking for competencies which are relatively new, results show up only when searches are conducted using many types of keywords or the search is expanded to spot relevant candidates.
Most often it is not the dearth of candidates or talent which becomes a stumbling block to recruit top notch people for the organization. When you scratch the surface, it just boils down to inhibited recruitment strategies which have not produced the desired results. At TheGongzuo, organizations can find the perfect match to their job description and requirements. This search option allows them to customize and locate the best talent in the industry.
Wednesday, 14 December 2016
How to Ensure Candidates Come Well-prepared for the Interview?
As a hiring manager, what steps can you take if your rate of hire is abysmally low and most candidates you interview fall short of some parameter or the other and are unable to meet with success? We often assume that the complete responsibility to be successful in interviews rests with the candidate.
Hiring managers do have a role to play in improving candidates’ success rate for interviews. Many recruiters are put off when candidates have not done their homework about the organization well enough and obviously appear uncomfortable during the interview. Most often nervousness in candidates becomes a barrier for the real talent to come out and this becomes a reason for rejection too. Those out of college and perhaps attending their first interview may not be used to the whole process and will be uncomfortable during the interview.
There are many ways hiring managers can help applicants enjoy the interview process and also improve the number of placements. Be clear about the interview process. As a recruiter it might be a good idea to share with the applicant about the process of interview to ease the air and clear any ambiguity. A way to do this could be to publish a blog post on the company blog and direct candidates to it or even communicate to the applicant via e-mail. Share interview tips. You can use any medium to share interview tips with applicants. A write up about the company with short and crisp interviewing advice will provide some idea to candidates about the whole process.
This way you have also given a good chance for candidates to do their homework properly and can easily weed out those who did not bother to be well informed before the scheduled interview. Links to social media. At most times applicants are meeting interviewers for the first time. To ease their nerves and also prepare them well for the interview, as a hiring manager you could also enable a list of people who could be meeting the applicant and give a link to their social media accounts. Applicants will have an idea who they are likely to meet on the interview and this will keep the environment more ambient. This will also give an opportunity to improve preparation for the interview.
Further, as a recruiter you could also help applicants with an idea about what they would like to know about the applicant in a particular area, skill or experience. Such information to the applicant before time helps the applicant prepare well for his interview and enable an opportunity to exhibit skills and abilities with respect to the job applied for. Prospective jobseekers can partner with TheGongzuo to not only get valuable tips to crack interviews, but also use it as a platform to network with the decision-makers of top companies and startups.
Hiring managers do have a role to play in improving candidates’ success rate for interviews. Many recruiters are put off when candidates have not done their homework about the organization well enough and obviously appear uncomfortable during the interview. Most often nervousness in candidates becomes a barrier for the real talent to come out and this becomes a reason for rejection too. Those out of college and perhaps attending their first interview may not be used to the whole process and will be uncomfortable during the interview.
There are many ways hiring managers can help applicants enjoy the interview process and also improve the number of placements. Be clear about the interview process. As a recruiter it might be a good idea to share with the applicant about the process of interview to ease the air and clear any ambiguity. A way to do this could be to publish a blog post on the company blog and direct candidates to it or even communicate to the applicant via e-mail. Share interview tips. You can use any medium to share interview tips with applicants. A write up about the company with short and crisp interviewing advice will provide some idea to candidates about the whole process.
This way you have also given a good chance for candidates to do their homework properly and can easily weed out those who did not bother to be well informed before the scheduled interview. Links to social media. At most times applicants are meeting interviewers for the first time. To ease their nerves and also prepare them well for the interview, as a hiring manager you could also enable a list of people who could be meeting the applicant and give a link to their social media accounts. Applicants will have an idea who they are likely to meet on the interview and this will keep the environment more ambient. This will also give an opportunity to improve preparation for the interview.
Further, as a recruiter you could also help applicants with an idea about what they would like to know about the applicant in a particular area, skill or experience. Such information to the applicant before time helps the applicant prepare well for his interview and enable an opportunity to exhibit skills and abilities with respect to the job applied for. Prospective jobseekers can partner with TheGongzuo to not only get valuable tips to crack interviews, but also use it as a platform to network with the decision-makers of top companies and startups.
Wednesday, 7 December 2016
Ways To Create A Cherish Employer Brand Image And Attract Best Candidates
Building a magnetic employer brand to attract best candidates in the industry can prove immensely beneficial for your organization’s success. A robust strategy has to be chalked out to methodically approach the challenge of being a desirable brand. TheGongzuo offers here some strategic tips for the employers.
Refrain from concealing anything
The choicest candidate would fall in your basket, but just imagine the prospect that would welcome you when the candidate would come to know about the aspects that have been craftily hidden. It would also bring bad reputation for your brand through word of mouth promotion.
Present a cheerful picture of your organization
On your organization’s site, the reigning mood should be that of optimism and jauntiness. You should consider hiring the services of a professional photographer who can piquantly capture the ambience of the office and worksites. This would serve as an incentive for eligible aspirants.
Reflect the policy decisions strategically
Corporate culture has a sway on employees. This holds true for new entrants. If any upheaval has dramatic impact on the management policies, the same should be reflected through official media. Other changes that should be given due prominence may include top executives vacating strategic positions or rehashing of the organizational order.
Highlight your organization’s accomplishments with bold statements
The career page of your brand’s site can be intelligently decked up with press releases that highlight the accomplishments in terms of awards, accolades etc. This would serve as a subliminal catalyst for potential candidates and your brand would command authoritative respect from them. The information should be readily available from a platform which can be accessed by everyone easily.
Plan interviews strategically
The interview panel should feature officials who are conversant with the demands of the position interviewed for and the aspects of the candidate’s experience/ skills that would optimally complement the position. Interview questions should not be monotonous; those that may make the candidates feel jaded. This would diminish your brand identity.
Prepare offers swiftly and discerningly
Your organization’s HR managers should be discerning enough to mentally appraise the worth of the candidate during the interviewing process itself and prepare a package for offer that would attract the aspirant. The package offered should be in accordance with your brand’s deemed value, the capability of the candidate to fit in your team patterns, expected pay package, family conditions, incidental factors and the motivational quotient.
Treat the candidate humanely during interviews
If the interview session is going to be a protracted one, make enough provisions for the candidates to make them comfortable. This hospitality would speak volumes about your brand. Welcome the candidates with a cup of tea or soft drink. If the interview goes beyond the lunch period, the candidates should be provided lunch in the corporate canteen. Directions to the washroom or rest lounge should be indicated clearly.
Innovatively engage the candidates
Candidates would be drawn towards your brand if they get the overall feeling that their families would not get a sense of being isolated by landing new jobs. Shortlisted candidates’ wives can be invited for a tour across company’s locations and residential facilities. This would convince them that once their spouses migrate to new jobs, they would not suffer due to lack of companionship.
TheGongzuo.com is a premiere job search site that carries valuable tips for companies who are keen to craft a formidable brand reputation to attract the best talents in the industry.
The choicest candidate would fall in your basket, but just imagine the prospect that would welcome you when the candidate would come to know about the aspects that have been craftily hidden. It would also bring bad reputation for your brand through word of mouth promotion.
Present a cheerful picture of your organization
On your organization’s site, the reigning mood should be that of optimism and jauntiness. You should consider hiring the services of a professional photographer who can piquantly capture the ambience of the office and worksites. This would serve as an incentive for eligible aspirants.
Reflect the policy decisions strategically
Corporate culture has a sway on employees. This holds true for new entrants. If any upheaval has dramatic impact on the management policies, the same should be reflected through official media. Other changes that should be given due prominence may include top executives vacating strategic positions or rehashing of the organizational order.
Highlight your organization’s accomplishments with bold statements
The career page of your brand’s site can be intelligently decked up with press releases that highlight the accomplishments in terms of awards, accolades etc. This would serve as a subliminal catalyst for potential candidates and your brand would command authoritative respect from them. The information should be readily available from a platform which can be accessed by everyone easily.
Plan interviews strategically
The interview panel should feature officials who are conversant with the demands of the position interviewed for and the aspects of the candidate’s experience/ skills that would optimally complement the position. Interview questions should not be monotonous; those that may make the candidates feel jaded. This would diminish your brand identity.
Prepare offers swiftly and discerningly
Your organization’s HR managers should be discerning enough to mentally appraise the worth of the candidate during the interviewing process itself and prepare a package for offer that would attract the aspirant. The package offered should be in accordance with your brand’s deemed value, the capability of the candidate to fit in your team patterns, expected pay package, family conditions, incidental factors and the motivational quotient.
Treat the candidate humanely during interviews
If the interview session is going to be a protracted one, make enough provisions for the candidates to make them comfortable. This hospitality would speak volumes about your brand. Welcome the candidates with a cup of tea or soft drink. If the interview goes beyond the lunch period, the candidates should be provided lunch in the corporate canteen. Directions to the washroom or rest lounge should be indicated clearly.
Innovatively engage the candidates
Candidates would be drawn towards your brand if they get the overall feeling that their families would not get a sense of being isolated by landing new jobs. Shortlisted candidates’ wives can be invited for a tour across company’s locations and residential facilities. This would convince them that once their spouses migrate to new jobs, they would not suffer due to lack of companionship.
TheGongzuo.com is a premiere job search site that carries valuable tips for companies who are keen to craft a formidable brand reputation to attract the best talents in the industry.
Saturday, 3 December 2016
Strategies You Must Adopt When Hiring And Recruiting It Professionals
IT professionals are human assets who hold the potential to turn around the fortune of an organization with their acumen, incisive minds and experience. HR managers entrusted with the responsibility of recruiting IT professionals can re-assess their approach to attract and hire better talents with these insightful tips by TheGongzuo experts.
Refrain from being swayed by popular sentiments while recruiting
Recruiting IT professionals is essentially a challenging task. The depth of knowledge and inherent analytical skills of a candidate cannot be gauged by a mere interview or test. Good candidates may be overlooked in an attempt to align oneself with the assumptions, personal experiences and biased tendencies that have been relied on to select the suitable talent. It is imperative that you research the background of the candidate thoroughly, go through the reviews posted about his/ her capabilities by previous employers and get in touch with your industry peers/ contacts to learn more. It is prudent to rely less on your intuition and depend more on facts. Experience counts. Adopt a scientific approach of screening the candidate to learn about his latent talents that have not been apparent at first.
Measure up academic qualifications factually
IT professionals shortlisted for the organization should have venerable degrees under their belts; this notion is true but may not be valid under all circumstances. Many professionals from other branches may have undergone extensive training in IT during the course of their jobs when a specific need may have arisen or the previous organization had set them apart for specific tasks. Assuming that the academic background of the candidate would not live up to the requirements of the position may not hold true.
Objectively judge the capabilities of the candidates, don’t be subjective
Your organization’s mission and vision would be accomplished optimally by candidates who possess the entire breadth of knowledge pertaining to IT. A candidate who may have formidable degrees under his title but have no relevant industry experience would not serve any useful purpose for your organization initially. Additionally, you would be required to invest significantly in his training and nurturing to acclimatize his skills to complement your needs. Always judge the candidate based on his past achievements, his proven contribution in the field of IT and other incidental aspects. Unbiased appraisal of IT candidates would spell success for your organization in the short as well as long haul.
Perspicaciously differentiate between new comers and veterans
Most of us are under the impression that veterans can add more value to the organization as compared to the new entrants in the IT sector. Veterans undoubtedly possess insights, intuition, organizational exposure etc. that would count, but new comers also are equipped with contemporary knowledge and skills that may prove valuable in delivering projects in real time. Fresh from the college, these wet behind the ears’ candidates can prove useful in driving your organizational goals forward.
The above insightful ways in analysing your approach to hiring and recruiting IT professionals can prove extremely beneficial for your organization. Get more information and guidance on recruiting IT professionals at TheGongzuo website. TheGongzuo is a leading job portal to look for IT and other professionals.
Recruiting IT professionals is essentially a challenging task. The depth of knowledge and inherent analytical skills of a candidate cannot be gauged by a mere interview or test. Good candidates may be overlooked in an attempt to align oneself with the assumptions, personal experiences and biased tendencies that have been relied on to select the suitable talent. It is imperative that you research the background of the candidate thoroughly, go through the reviews posted about his/ her capabilities by previous employers and get in touch with your industry peers/ contacts to learn more. It is prudent to rely less on your intuition and depend more on facts. Experience counts. Adopt a scientific approach of screening the candidate to learn about his latent talents that have not been apparent at first.
Measure up academic qualifications factually
IT professionals shortlisted for the organization should have venerable degrees under their belts; this notion is true but may not be valid under all circumstances. Many professionals from other branches may have undergone extensive training in IT during the course of their jobs when a specific need may have arisen or the previous organization had set them apart for specific tasks. Assuming that the academic background of the candidate would not live up to the requirements of the position may not hold true.
Objectively judge the capabilities of the candidates, don’t be subjective
Your organization’s mission and vision would be accomplished optimally by candidates who possess the entire breadth of knowledge pertaining to IT. A candidate who may have formidable degrees under his title but have no relevant industry experience would not serve any useful purpose for your organization initially. Additionally, you would be required to invest significantly in his training and nurturing to acclimatize his skills to complement your needs. Always judge the candidate based on his past achievements, his proven contribution in the field of IT and other incidental aspects. Unbiased appraisal of IT candidates would spell success for your organization in the short as well as long haul.
Perspicaciously differentiate between new comers and veterans
Most of us are under the impression that veterans can add more value to the organization as compared to the new entrants in the IT sector. Veterans undoubtedly possess insights, intuition, organizational exposure etc. that would count, but new comers also are equipped with contemporary knowledge and skills that may prove valuable in delivering projects in real time. Fresh from the college, these wet behind the ears’ candidates can prove useful in driving your organizational goals forward.
The above insightful ways in analysing your approach to hiring and recruiting IT professionals can prove extremely beneficial for your organization. Get more information and guidance on recruiting IT professionals at TheGongzuo website. TheGongzuo is a leading job portal to look for IT and other professionals.
Thursday, 24 November 2016
Hiring Mistakes That May Prevent You From Hiring Best Candidates
People are the greatest resource of any organization and hiring the best talent is the top most agenda of most corporate houses. On the face of it, recruiting motivated and skilled candidates might seem like a piece of cake but hiring managers do know that it is tough to recruit top candidates consistently.
Some organizations are able to keep up their hiring goals of recruiting top talent who have a high IQ and EQ, while some have still not learnt the ropes. It is obvious that organizations that are unable to hire top talent could be making some hiring mistakes which may be the reason for their inability to get the best on board.Here is how organizations can tweak their methods to increase their chances of getting engaged and competitive people on board. Let’s look at some of the common hiring mistakes companies commit.
Some organizations are able to keep up their hiring goals of recruiting top talent who have a high IQ and EQ, while some have still not learnt the ropes. It is obvious that organizations that are unable to hire top talent could be making some hiring mistakes which may be the reason for their inability to get the best on board.Here is how organizations can tweak their methods to increase their chances of getting engaged and competitive people on board. Let’s look at some of the common hiring mistakes companies commit.
1. Waiting indefinitely for the ideal candidate. Many organizations make no allowances and give no leeway in the parameters they expect to see in the talent they intend to hire. This means even the best of resumes are put on the back burner because there was one criterion it did not meet. Such perfect candidates may just not exist and organizations may miss the bus looking for that perfect resume. Further, they are narrowing down their recruitment options when they aim at perfection and this could make hiring mangers diffident.
2. Lackluster job description Companies may just end up putting off highly competent candidates who will not respond to an ill-drafted job description or one that offers no interesting details about the job, the organization and the compensation. No intelligent employee will waste time over such a poorly written job description.
3. Compensation must meet market demands Overpaying and underpaying are equally bad for the employee’s morale and can put undue stress. When organizations pay much less than the market value, it lowers the morale of the employee and does not inspire him to work his best; similarly candidates that are offered much less than what is the norm may refuse to join such an organization. Companies must take care not to under pay or over pay but keep the current salary of the candidate as a benchmark and offer an interesting package to be able to hire the best talent.
Thursday, 23 July 2015
Ways to Create a Cherish Employer Brand Image and Attract Best Candidates
Insulate your brand from talent drain and scarcity of proficient candidates by painting it with an attractive image. Get tip from TheGongzuo experts to fascinate candidates brimming with talent.
Read more: https://www.thegongzuo.com/Ways-to-Create-a-Cherish-Employer
Subscribe to:
Posts (Atom)