One of the common errors recruiters are susceptible to is not staying in touch with candidates to keep them updated and informed throughout the hiring process.
For several years now, forward-looking companies have sought “culture add” rather than “culture fit” as they seek to diversify their workforces.
Intermediaries navigate between two or more parties interested in a transaction to help them achieve a successful outcome. Two examples are in real estate and recruiting.
Some clients we speak with here at GeneCoda® already have a front-runner candidate before their search launches. Often, companies find a prospect early on in the search process, which has come through advertisements or employee referrals.
Having a solid prospect is often welcome news because it ensures a quicker start. However, to ensure your company has located the best talent the market has to offer, it’s helpful to consider performing additional research to find more potential hires rather than go with the candidate who walks through the door first.
Networking is the action or process of interacting with others to exchange information and develop professional or social contacts.
One of the keys to networking is developing mutually beneficial relationships.
Like resumes for candidates, job descriptions are an employer’s chance to make a positive first impression on job candidates. Your tone, company details, and method of approach will determine how your candidates feel about your job posting, and by extension, your company.
You’re recruiting for an important position at your company. After all those applications, resumes, and interviews, you’ve finally whittled your shortlist down — to one person.
So naturally, you begin doubting your decision.
As employees have begun returning to office environments, numerous surveys and observations have been made concerning the “new normal” or post-COVID work environment.
These surveys tend to consider resource availability, productivity, and quality of life situations at a macro level.
Almost as rare as a Yeti sighting, the term “purple squirrel” is used by those in the executive search industry to describe a job candidate with the precise range of qualifications—the right education, experience, and set of skills—to perfectly match an in-demand job’s requirements.