Employers are looking for talent with the right skills to fill open positions and bring value to their company. We all make mistakes and a candidate's actions in the past shouldn't hold them back from achieving success in the future.
En masse, they are a force to be reckoned with -- they understand that doing it "the way it has always been done" is stupid, and you don't get Google, Apple, or Facebook by doing things the way they have always been done.
n. As soon as you have the sense that you have a qualified candidate, start balancing your interview mode with sell mode. Explain why you and your firm make sense for the candidate, why you are a natural choice. Then ask the most important question -- would they choose you?
Use questions that create the necessity for the candidate to think independently and answer honestly, rather than use some rote script from a book or the redundant coaching received from a personnel agency.
The rate of annual sales growth among privately held U.S. companies is slowing significantly. And while 5.4 percent is still a faster rate of growth than the broader U.S. economy is experiencing, it's the slowest rate since November 2010.
In August, the news media was rocked after an email response was shared from the San Diego Padres where one job seeker responded to an employer email for her to attend a job fair at the bargain price of $495 with a counter-email "Suck My D*ck."
I am openly challenging -- as of this moment -- every employment recruiter and every recruitment agency to dedicate ten percent of their time and ten percent of their search time on those "hard to fill" positions employers state they cannot find the people to fit the jobs.
It's time that hiring to fill vacancies becomes the focus. All too often, the hiring process at organizations with job vacancies turns into a major debacle and emphasis shifts from getting someone in the door to surviving the process itself.
Even though we do not have precise data on how many teachers and other educators abuse students, the recent Sandusky case at Penn State show that it is urgent for schools to take deliberate, comprehensive steps to safeguard students.
Companies need to look at ways to make their hiring processes more efficient to adapt to the changing economic reality. With more job seekers than ever before flooding the market, processes need to be streamlined to find the right people.
You want to solve unemployment? Start at the root of the problem. Companies see hiring as a sales process where the candidates need to sell themselves to the hiring manager. But in reality, this is a misconception and an enormous misjudgment.
If President Obama and Congress want to get job growth going, they can do three things to help, but they can't wait until November. I'm already worried that businesses will write off hiring for the rest of the year because of the election.