Stress management is an important characteristic in the workplace. Your clients likely want candidates who have the skills to effectively perform their jobs, the values to mesh with the company’s culture, and the abilities to manage their stress. According to the American Institute of Stress, 46% of workers’ stress comes
Anybody who’s been a recruiter for any length of time knows that the economy and the employment marketplace ultimately dictate the amount of success that you can enjoy within the profession. When the economy is good (like it is right now), job orders are flowing. As a result, placements checks
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
The hiring process can be long. The drawn-out process can be irritating to everyone involved. There are good reasons to take time during the hiring process, such as adequately comparing candidates. But if the hiring process takes too long, candidates might move on to other offers. Top Echelon’s 2018 State
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.
