Remember, once upon a time, when a recruiter could tell a candidate not to accept a counter-offer because it was a bad idea? It was a bad idea because—hypothetically—company officials just wanted to keep the person on board until they could find a replacement for them. That’s because, as the
Some jobs deal with stressful situations more frequently than others. Depending on the job order, you might consider asking stress interview questions to find out how candidates react under pressure. You shouldn’t conduct a stress interview for every type of position. Stress interviews can put candidates on edge and, in
After you collect applications and resumes for a position, the next step is to conduct telephone interviews. Phone interviews are short interviews used to screen candidates. They can help you determine which candidates you should further interview or send on to your client. Doing phone interviews prevents you from wasting
LinkedIn is a great place to find passive candidates. You can easily see each person’s skills, education, and work experience. With some simple searching, you can find people who match your open job orders. After you find a great potential candidate on LinkedIn, you’ll likely send them an InMail message
The first round of candidate interviews is good for shortlisting candidates. You can determine if a candidate has the basic qualifications your client is looking for. After the first interviews, you might call the best candidates back for a second interview to narrow down the candidate list even more. This
Juggling hundreds of candidates for a potential job opening is challenging. And, your client doesn’t want to weed through candidates. They want you to pass on top talent once you have a small group of candidates. To do this, try recruitment shortlisting.
As a recruiter, you might screen and interview candidates in many different industries. According to recent recruitment trends, placements in the healthcare industry have been particularly prevalent. In fact, Top Echelon’s 2016-2017 State of the Recruiting Industry showed that healthcare is the third most popular industry for placements in 2016.
When it comes to hiring practices, it’s important to change up your approach to adapt to recruiting trends. One popular strategy many hiring managers use is requiring candidates to take a job-fit test. The job-fit test can improve company satisfaction with new hires by 77%, according to one study. However,
As a recruiter, it’s your job to find the best candidates to send your clients. But how do you know if a candidate will be a good fit? You should get to know each of your candidates a little bit. Read their resume. Interview them. Ask questions about the specific
As popular industry trainer Barb Bruno has said on more than one occasion, “The recruiter with the candidate wins!” That, in a nutshell, is why resume screening is so important for recruiters. The resume is the first step in the process of finding the right candidate for a client’s open
