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An employee reference check is a crucial step in the hiring process where prospective employers contact a candidate's former employers, supervisors, or colleagues to gather information about their work history, performance, skills, and overall character. This verification process helps ensure that the candidate's resume and claims about their qualifications are accurate and truthful. It also provides insights into the candidate's work ethic, reliability, and compatibility with the potential new role and workplace culture. By conducting thorough reference checks, employers can make more informed hiring decisions, potentially reducing the risk of future performance issues and enhancing the overall quality of their workforce. #ReferenceCheck #Employment #BackgroundCheck #Hiring #HRStrategy #Technology #Management #Jobs #HR Visit for more https://lnkd.in/g_WVB2Ze

During game-based assessments, job candidates face scenarios that mimic real-world situations. As they overcome these obstacles, their every move is closely monitored, gathering extensive data that reveals much more than initial impressions might suggest. This exposes the hidden capabilities of candidates, offering a more detailed understanding of who they are. For more ideas on how to inject a fun, competitive spirit in the workplace, check out this #Insperity blog: https://lnkd.in/gmZhBVqk. #Gamification #Recruitment #Hiring #HRTech https://lnkd.in/g_Qc7UQZ

During game-based assessments, job candidates face scenarios that mimic real-world situations. As they overcome these obstacles, their every move is closely monitored, gathering extensive data that reveals much more than initial impressions might suggest. This exposes the hidden capabilities of candidates, offering a more detailed understanding of who they are. For more ideas on how to inject a fun, competitive spirit in the workplace, check out this #Insperity blog: https://lnkd.in/dtFfk2zZ. #Gamification #Recruitment #Hiring #HRTech https://lnkd.in/dHJpv9BE

Do companies look at internal candidates first, or do they consider all candidates equally? Until speaking to the hiring team, I'm not going to make assumptions; this extends beyond a conversation with an assigned HR Business Partner or Recruiter, because business teams are known to have micro-cultures and may do their own thing. Should employers be obligated to consider internal candidates first? Does a good internal hire beat out a great external hire? A business should consider all available talent to find the worker with the greatest combination of qualifications and potential. The danger of only considering an internal pool is homogeneity (lack of diversity), while only considering an external pool will limit growth opportunities for existing team members. Is developing employees better than hiring for existing qualifications? Businesses need to consider potential as it relates to business objectives when deciding whether having to train/develop internal talent means the candidate is weaker than a fully-qualified external candidate. 👇 Let me explain 👇 Hiring for potential should be a strong priority for permanent jobs or when adding employees into structured career pathways but may not be practical, for example, when hiring for a 3-month (temporary) technical implementation. To be clear, this doesn't mean temporary/contingent jobs should always prioritize qualifications; developing career pathways for the contingent workforce is possible, such as through nTech Workforce's LEVEL-UP program, and I'm happy to share more with anybody interested. Great prompts, Mark Holyoake! Link to original post in comments. #fearlesslyforward #hiringstrategy #ntech CC: Holyoake Search, nTech Workforce

During game-based assessments, job candidates face scenarios that mimic real-world situations. As they overcome these obstacles, their every move is closely monitored, gathering extensive data that reveals much more than initial impressions might suggest. This exposes the hidden capabilities of candidates, offering a more detailed understanding of who they are. For more ideas on how to inject a fun, competitive spirit in the workplace, check out this #Insperity blog: https://lnkd.in/gQ5KYT2Q. #Gamification #Recruitment #Hiring #HRTech https://lnkd.in/geYQCPkq

During game-based assessments, job candidates face scenarios that mimic real-world situations. As they overcome these obstacles, their every move is closely monitored, gathering extensive data that reveals much more than initial impressions might suggest. This exposes the hidden capabilities of candidates, offering a more detailed understanding of who they are. For more ideas on how to inject a fun, competitive spirit in the workplace, check out this #Insperity blog: https://lnkd.in/gmC5QEGG. #Gamification #Recruitment #Hiring #HRTech https://lnkd.in/gaEXTGMR

During game-based assessments, job candidates face scenarios that mimic real-world situations. As they overcome these obstacles, their every move is closely monitored, gathering extensive data that reveals much more than initial impressions might suggest. This exposes the hidden capabilities of candidates, offering a more detailed understanding of who they are. For more ideas on how to inject a fun, competitive spirit in the workplace, check out this #Insperity blog: https://lnkd.in/dRxDMPzj. #Gamification #Recruitment #Hiring #HRTech https://lnkd.in/dbr5be4K

Employers why has your position been "open" for so long? Comment below what I am missing. - It does not pay enough based on the market - Inflexibility regarding offering a hybrid schedule - Work/Life balance is just not there - Your reputation precedes you - What people have said about you as an employer online and offline - Posting is your only hiring strategy - You won't "bend" on any of the job requirements - You keep comparing candidates to the beloved employee who recently left - You look for the "bad" in candidates as opposed to seeing the good - You are only looking for people who look and sound like you - The position is needed but it is simply not a priority for you - You have an obnoxious interview process - Your internal team is not aligned with what they are looking for - Your ATS and AI are screening out perfectly qualified candidates - Untrained corporate TA professionals can't connect the dots Start solving some of these and you will hire the RIGHT talent faster!

During game-based assessments, job candidates face scenarios that mimic real-world situations. As they overcome these obstacles, their every move is closely monitored, gathering extensive data that reveals much more than initial impressions might suggest. This exposes the hidden capabilities of candidates, offering a more detailed understanding of who they are. For more ideas on how to inject a fun, competitive spirit in the workplace, check out this #Insperity blog: https://lnkd.in/g2gB3GEz. #Gamification #Recruitment #Hiring #HRTech https://lnkd.in/gmgcP7us

Can we look at candidate potential over candidate credentials? Conventional #recruiting methods are no longer yielding high-quality talent. A series of macroshifts in the environment like skills evolution, skills dispersion, and the employee experience revolution have rendered recruiting’s traditional approaches outdated. Look for results, not just descriptions of experiences. One of the most powerful ways of differentiating candidates from one another is to look at results. If you look carefully, most resumes are pretty generic, skimming the surface of general job #responsibilities. Instead, look for #resumes in which candidates actually describe the results they’ve obtained, and how their work served their teams, companies, and industry at large. What you want to see at this point is passion and drive, as well as a commitment to results. So look for vibrant words and adjectives as well, which show a potential employee’s personality and commitment through their words and their result oriented actions, their key deliverables, their contributions and achievements. Look for results, not just descriptions of #experiences. Assess the candidate’s level of curiosity. Curiosity is one of five hallmark qualities indicative of high potential in prospective employees. Curious employees #learn quickly and find better solutions because of their insatiable interest in their environments. #pmcpl #pioneermanagementconsultantpvtltd #recruitment #hr #recruitingmethod