FRG Technology Consulting’s Post

🔍 Did you know that focusing on skills rather than sentiment can significantly improve your hiring outcomes? 📈 Many employers agree that personality alone is a poor predictor of job success. Instead, a systematic approach to hiring can help you select candidates based on their abilities and potential. Here is a 12-step guide to streamline your hiring process: 📝 Evaluate Your Department's Needs and Write a Position Description 🌐 Determine the Best Markets and Vehicles for Reaching Your Candidates 🎯 Pursue Recruitment Strategies Targeted to Those Markets 📄 Conduct a Resume Review to Determine "A" List Candidates 📞 Prepare a Telephone Screening Script ☎️ Initiate Telephone Screening Process 👥 Conduct Interviews with Top Candidates 🧪 Evaluate Promising Candidates Through Testing (If Appropriate) 📅 Schedule Second Interviews with Candidates Who Interview and Test Well ✔️ Check References 💼 Make an Offer of Employment 🎉 Start the New Hire Implementing these steps can ensure a more effective and efficient hiring process, leading to better employee performance and team cohesion. 🚀Ready to hire better? Read more: https://lnkd.in/db8Pxj5s #Hiring #Recruitment #HR #TalentAcquisition #EmployeeEngagement #JobSuccess #Workforce #CareerDevelopment #TeamBuilding #JobOpportunities #BusinessGrowth #EmployeeExperience #RecruitmentStrategy #HumanResources #Onboarding #CompanyCulture #SkillBasedHiring #PerformanceManagement #JobMarket

----vs----- Pitfalls of Bad Recruitment Practices: Vague Job Descriptions: Ambiguous job descriptions lead to mismatched expectations, resulting in higher turnover and dissatisfaction. Slow Response Times: Delayed communication can frustrate candidates and give the impression of disorganisation, causing top talent to look elsewhere. Poor Interview Techniques: Ineffective interviews fail to assess candidates properly, leading to poor hiring decisions and increased training costs. Avoid these common pitfalls to ensure your recruitment process attracts and retains top talent. Many businesses fall into these traps, but with the right approach, you can stand out and succeed. For a better recruitment experience, visit our website: hallrecruitment.ie Share your thoughts or experiences in the comments below! #RecruitmentTips #JobSearch #CareerAdvice #HallRecruitment #JobForLife #JobAlert #CareerAmbition

----vs----- Pitfalls of Bad Recruitment Practices: Vague Job Descriptions: Ambiguous job descriptions lead to mismatched expectations, resulting in higher turnover and dissatisfaction. Slow Response Times: Delayed communication can frustrate candidates and give the impression of disorganisation, causing top talent to look elsewhere. Poor Interview Techniques: Ineffective interviews fail to assess candidates properly, leading to poor hiring decisions and increased training costs. Avoid these common pitfalls to ensure your recruitment process attracts and retains top talent. Many businesses fall into these traps, but with the right approach, you can stand out and succeed. For a better recruitment experience, visit our website: hallrecruitment.ie Share your thoughts or experiences in the comments below! #RecruitmentTips #JobSearch #CareerAdvice #HallRecruitment #JobForLife #JobAlert #CareerAmbition

🚫 Myth: The Best Candidate is Always the One with the Most Experience Many believe that the candidate with the longest resume is the best fit. However, recruitment isn't just about years of experience. It's about the right skills, cultural fit, and potential for growth. Often, candidates with less experience bring fresh perspectives and innovative ideas that can be incredibly valuable to your team. #Recruitment #Hiring #TalentAcquisition #HRMyths

As HR professionals, we dedicate ourselves to finding the best talent for our teams, ensuring a smooth recruitment process, and creating positive experiences for all candidates. However, there's a growing challenge we'd like to address: candidate no-shows. Recently, we've encountered instances where candidates, after successfully passing initial screenings and being scheduled for interviews, fail to respond to follow-up communications and do not attend their scheduled interviews. This has occurred despite multiple attempts to reach out and confirm their availability. 🤝 Our Commitment to You: Respect for Your Time: We value every candidate and invest significant effort into each step of the hiring process. Transparency: We strive to maintain clear and open communication, ensuring you are informed at every stage. Support: We are here to assist with any questions or concerns you may have. 📢 A Request to Candidates: Timely Communication: If your situation changes or you are no longer interested in the position, please inform us as soon as possible. Your prompt response helps us manage our time and resources effectively. Professional Courtesy: Not showing up for a scheduled interview without any notice is unprofessional and reflects poorly on your candidacy. It affects the entire recruitment process and impacts other potential candidates who may have missed an opportunity. Stay Engaged: We understand that circumstances can change, and we appreciate your honesty. Keeping us updated ensures a positive experience for all parties involved. We believe in fostering a respectful and efficient hiring process. Let's work together to ensure mutual respect and professionalism in every interaction. Thank you for your understanding and cooperation. #HR #Recruitment #HiringProcess #Professionalism #JobSeekers #CareerAdvice

What do you think when you hear “recruitment”? Recruitment services have long been perceived as a way to find and hire individuals for specific job roles. It’s often seen as a once-off band-aid to a problem and, if we’re honest, a one-dimensional solution. 👉Posting jobs (or headhunting for a specific role) 👉Conducting interviews and passing on information 👉Handling admin relating to job offers And while it is technically all of these things, CCL’s approach to recruitment is also so much more. ✅We don’t just headhunt: We see every placement as an opportunity to help you build a better team ✅We go beyond recruitment and HR: Our industry experts know what you need to find and keep the right people for your projects ✅We make innovation possible: Our team provides you with the talent you need to adapt to diverse project demands Find out more about our work and how we can help here: https://cclglobal.com/ #Recruitment #CCL #Hiring

61% of companies use CVs as their initial way of assessing candidates* What about the other 39%? In a recent article by HR Magazine, it was argued that a written CV has become outdated as an invention from a pre-digital age that seriously needs rethinking. But if we (recruiters) didn't provide you (hiring managers, HR professionals, CEOs) with a summary of an individuals skills, experience and personal attributes, how would you make sure that you're interviewing the right people? It certainly wouldn't be easy! So, what would be used as an alternative? Are we even screening the right information in a national skills shortage? Could it be argued that transferrable skills, personality and approach would be a more suitable measures for gauging a good hire? I'd love to hear what you think, and whether you've been asked to submit your application using anything other than a CV. #Recruitment #Resourcing #CV #SkillsShortage *source : HR magazine - Are CVs the best way to assess candidates?

Interview processes… it’s 2023. Why are they still lacking in so many areas!? Chatting with my brother, this week, and it’s clear that there are companies out there (huge companies!) who still don’t know how to #recruit effectively and then complain about staff #quality and #retention. 🤦🏻♂️ If you don’t put the time into recruiting correctly, don’t complain when the people you end up employing, don’t work out. It takes more effort but, be specific. Have the right people interviewing. Have the actual line manager involved in the process. Make the process and the interview relevant to the role you’re hiring for to engage the specific skill set required. A half arsed, tick box, generic, competency based recruitment process, run by HR admins who have no concept of what the role will look like, will always provide you with half arsed, generic candidates who are able to tick the HR competency boxes… but often, will not be able to complete the actual job. There are loads of able and extremely capable people out there, being overlooked because of poor processes. So many companies need to get with the times and do better. #recruitment #maketheeffort #recruiting #recruitmentprocess

Precision in Preparation: The Power of Detailed Job Descriptions in Recruitment A well-crafted job description is more than just an outline of duties and requirements; it's a pivotal document that aligns expectations and sets the stage for a successful hire. As we continue to refine our recruitment practices in 2024, the importance of providing a detailed job brief to candidates, especially before a second interview, cannot be overstated. This practice ensures clarity and mutual understanding, essential components of a productive recruitment process. An effective job description serves several critical functions: It provides candidates with a clear vision of their day-to-day responsibilities and the expectations of the role. It outlines the necessary skills and qualifications, ensuring candidates can assess their own fit and readiness for the position. Furthermore, it communicates the company's culture and values, helping candidates determine if they can see themselves thriving within the team. By sharing a comprehensive job brief early in the interview process, employers facilitate a more open and informed dialogue with potential hires. This approach not only enhances the candidate's experience but also significantly increases the likelihood of a match that is beneficial both for the candidate and the organization. It helps in setting a foundation for accountability and engagement from the moment the new hire steps into the role. Let's discuss: How have detailed job descriptions impacted your recruitment outcomes? What practices do you find most effective in crafting job descriptions that resonate with and attract the right candidates? #business #recruitment #recruiter #job #hire #employ #employer #employment #newzealand #strategy #network

#Unveiling_The_Recruitment_Process The recruitment process is more than just finding candidates, it is all about discovering the right fit for your organization’s culture and needs.  🔍#Understanding_The_Needs Collaborate with department heads to define job requirements and responsibilities. Identify the key skills and qualifications needed for the role. 📣#Sourcing_Talent Utilize various platforms job boards, social media, company career pages, and employee referrals to connect with potential candidates. 📝#Screening Review resumes and cover letters to identify suitable candidates and initial phone screenings to assess basic qualifications and interests. 🤝#Interviewing Coordinate interviews with hiring managers and relevant team members moreover use structured interviews to evaluate skills, experience, and culture including technical assessments or practical tasks if applicable. 📝#Hiring Gather feedback from interviewers to compare candidates and decide based on the best fit for the role and the team. 🎉#Onboarding Preparing an onboarding plan to integrate new hires smoothly and assigning mentors or buddies to guide them through the initial stages. #Recruitment #Talent_Acquisition #Hiring_Process #HR #Employee_Onboarding #Career_Opportunities #Workplace_Culture #Continuous_Improvement