Attracting talent and recruitment

Finding the Right Staff: The Key to Good Service

There is a lot of discussion about the value of good service, and innumerable training programs... read more

Please login or sign up to comment.
Wendy HuangFull Time Blogger and YouTuber at A Custom Blog in 4 Minutes
I usually go with companies because of the customer service rep so this is incredibly important!
Attracting talent and recruitment

How to Navigate the Hiring Evolution

Almost all businesses undergo the process of hiring and experience the cycle that comes with it.... read more

Added by:
Please login or sign up to comment.
Jef LippiattOwner at Startup Chucktown
This separation can be jarring for founders, "Working on the business instead of in the business".
James Burbank
Hi Melissa,I really enjoyed the article, especially the part about company veterans suddenly becoming overshadowed by people with more specialized skills and, well, better skills. This is something most business owners don't think about when their business starts to grow.
Attracting talent and recruitment

The Surgeon’s Dilemma: How to find out if you have unconscious bias

Here’s a challenge for you. A father and his son are involved in a horrific car crash and the... read more

Added by:
Prue Laurence Director at Psylutions
Please login or sign up to comment.
Wendy HuangFull Time Blogger and YouTuber at A Custom Blog in 4 Minutes
Wow powerful riddle - really enjoyable read as well! Thanks Prue!
Attracting talent and recruitment

How to Write an Effective Expression of Interest Letter

An expression of interest letter is a brief, introductory letter sent by a person interested in a... read more

Added by:
Damian Wolf Self at Self
Please login or sign up to comment.
Be the first to comment
Attracting talent and recruitment

6 Tips to Help Any Company Connect With College Students

They're the incoming workforce, and hopefully, the new innovative thinkers of the day. But how can...read more

0
Added via Entrepreneur.com
Please login or sign up to comment.
Be the first to comment
Attracting talent and recruitment

Effective Recruiting Strategies To Hire Best Talent

In a highly competitive job market, the onus is on recruiters and HR professionals to think outside... read more

Added by:
Please login or sign up to comment.
Jef LippiattOwner at Startup Chucktown
Definitely an interesting article. However, I tend to agree with Lina on the flattery tactic. It seems like it could backfire with a small miscalculation. Also, group interviewing may seem like a "time-saver" but you are putting candidates into an awkward position. Applicants that are more introverted may be less inclined to speak up or embellish putting them at a disadvantage to those that are more outspoken or don't mind stretching the truth to catch your attention. Group interviews can create a hostile environment where every candidate that answers successively tries to out do the previous candidate answers regardless of truth. One of the largest problems I've faced working with recruiters personally is that they have their own agenda. Meaning, they could care less what position I'm interested or the opportunities I'm seeking. Most recruiters would rather try to fit a square peg into a round hole than try to find the right position for a great candidate. Also, something I think the recruiter industry as a whole needs to work on is building legitimate and long-term relationships with potential candidates. If you throw jobs I'm uninterested (either role or location) or constantly send me every job req you get. I'll tune you out after 1 or 2 emails. In fact recruiters I'm dealing with lately have me wondering if I need to start an email list that sends them sarcastic pictures of cats with snarky retorts (and yes I would lump all of the recruiters into the "To:" line without blind copying them, because they deserve to know how many of them aren't approaching the job the correct way. Don't focus on "flourish" focus on personal connections and actually adding value. Applicants don't like to feel like they are being gamed for some secondary purpose.
Lina BarfootEditor at SavvySME
Interesting article, although the tactic of hand-picking and flattering seems like it could be quite problematic, unless you hire all those you "flatter". There might be some potential for bad blood there?
Attracting talent and recruitment

Employers urged to follow Bunnings’ lead and hire older workers

With new legislation inching closer to passing, it may be the perfect time to hire highly-skilled,...read more

1
Added via SmartCompany
Please login or sign up to comment.
Adrian Philip MicianoSME Community Executive at SavvySME
a Provide them a safe environment, appropriate work and a good community. From what we've seen here in the Philippines, giving older people something to do makes for a longer, healthier and happier life. Those that sit around at home slowly waste away: they become weaker, they forget more. But the ones who work on something or have a project that preoccupies generally live longer and have a shine on their faces.
Questions

What are your top tips for a job interview?

I have a job interview later this week for a small start up business as a Community Manager (Social... read more

Jef LippiattOwner at Startup Chucktown
Startups are vastly different than large enterprise business. They move very quickly and they typically try to squeeze as much as possible from a dollar (if they are bootstrapping) if they have funding that may not be the case.However, they may need shorter-horizon time lines for seeing measurable results. This may sound like quite a bit of pressure and it very well may be.But the positive side of startups is that they are more open to innovation and experimentation to find what works quickly. You will likely have greater access to your customer (less bureaucracy) and there tends to be a lot of excitement. Your role at a startup may also bleed into other areas that would be covered by other people at a larger enterprise so be flexible and don't cling to past expectations of what your "role" is or will be. Always be open to learning and trying things out of your comfort zone.
Please login or sign up to answer.
Questions

Superior People: recruitment agencies melbourne

http://www.superiorpeople.com.au/accounting-finance/ Superior People Recruitment is a leading... read more

Be the first to answer
Please login or sign up to answer.
Questions

Is blind recruitment always effective in getting the best people for the job?

I want to explore blind recruitment for my business. read more

Be the first to answer
Please login or sign up to answer.
Questions

What characteristics do you look for when you are hiring?

I'm planning to start a food cart business. What are some characteristics I need to look for when... read more

Be the first to answer
Please login or sign up to answer.
Questions

What is the best way to attract young marketing talent for a small organization?

I am fascinated to know what is behind your desire to attract young marketing talent to a small organisation. As experience, capability and talent are not always associated with ‘young,’ also the age of your potential marketing employee may not prove to have any genuine relevance to the commercial success of your small organisation.If you are (as it would seem) a young individual planning a start-up but lacking adequate marketing skills you could do worse than to outsource to a seasoned (not so young) marketing mentor in the short to medium term. Once you have established cash-flow and some commercial stability, then you can rationally take on the expense and responsibility of up-skilling a less expensive younger (and talented) marketing employee. I would never suggest that age and talent are connected but experience will almost always trump talent (at any age).
Tania WillettOwner and PR Consultant at TJW Public Relations
An ideal way to attract young marketing talent for a small organisation is to give them ownership of the marketing strategy and tactics for the organisation. Unlike larger organisations where there may be a hierarchy of managers and/or red tape, giving a young professional the chance to take charge and drive the marketing for a business is giving them the opportunity to build on their resume, skills and portfolio that may not be possible in a larger organisation. Also, providing them with the opportunity for professional development is also a great way to attract young marketing talent. For example, if a young marketing professional wants to up-skill in the area of public relations and media relations, organise for them to have one-on-one training with a PR professional or pay for them to attend an industry conference.
Please login or sign up to answer.
Questions

recruiters

Be the first to answer
Please login or sign up to answer.
Attracting talent and recruitment

A Proactive Approach to Conflict Prevention - 5 things to ask yourself before you ask the candidate

Hiring a new staff member is often an exciting and stressful time. You’ve worked your way through... read more

Added by:
Please login or sign up to comment.
Jef LippiattOwner at Startup Chucktown
Really well written article. I agree that being transparent with potential hires and honest with what your company really needs are prime factors. I would also say, give the interviewee several different types of questions and potentially a few small tasks. This can break up the monotony of straight back and forth Q&A. Also some of the tasks can help you identify how they perform. Also see what kind of questions they ask you. It can help you understand what they are curious about and if they have passion for your venture. Lastly, I think it is important for the interviewee to meet at least some of their potential coworkers. This gives them both a chance to size one another up. You should definitely have the interviewee meet any teammates that they will be working with closely to ensure a good personality and skill fit. Remember to follow up with the coworkers that met the interviewee and ask them what their take on the individual was and why.
Attracting talent and recruitment

7 things to consider before you employ your first employee

So, your business is growing and you need to employ your first employee. You acknowledge that you... read more

Please login or sign up to comment.
Be the first to comment
Questions

Does referral boost the confidence to distinguish a good candidate from a bad one?

In this question, I'd like to focus on part time/casual job section. If you are a business owner... read more

Asked by:
Thang Do Project Intern at SavvySME
Shannon YoungOwner at The Care Factor
Also just so you know I did 1 as most important and then 2 as next most important. it didn't say in the survey so i am letting you know in case others do it the opposite way.
Shannon YoungOwner at The Care Factor
Quick clarification but the title is confusing. A referral is different from a reference. A referral is when someone recommends someone for the job and a reference is what the candidate gives you to check his employment history (and character if you can).I do this process for a small business so will complete the survey.Let me know if you want to chat further about this.thanksShannon
Please login or sign up to answer.
Questions

What sort of problems/pain points do SME owner have when it comes to hiring new employees?

I've come across some common answers such as: "I receive too many application to weed through and... read more

Asked by:
Thang Do Project Intern at SavvySME
Jef LippiattOwner at Startup Chucktown
Yes, I would say there are several more you could add to that list.Not doing due diligence (e.g. calling references to ensure honesty and quality)Speaking with in person or over the phone (trusting paper isn't a safe bet)Determining if your business resonates with them (why they want the job)Asking them to spend a bit of time with people in other departments (get perspective from others and gather that feedback) See what the candidate is like in a more relaxed setting (not being grilled with interview questions)Ask them if they have any questions about your on boarding expectations
Please login or sign up to answer.
Questions

How is a service economy different from a knowledge economy?

Asked by:
Deborah VellaOwner at Support Legal
In the knowledge economy, suppliers are able to adjust their service offerings to enable businesses to maximise their own service offerings. I see the knowledge suppliers as professionals helping businesses to meet their service goals.
Please login or sign up to answer.
Questions

What would be the top three rules of the social media etiquette during recruitment drives?

Asked by:
Phil SealyOwner at Pro Leaders Academy
Where to start, first point can be included for all types of recruiting and this is assuming you already have a strategy in place.1. Be clear and very detailed in the position you are recruiting for, if you don’t know exactly what type of person you are looking for and what they need to value to meet your culture how do you expect the possible applicants to know if they are right for the role you are trying to fill. This will save you getting a lot of time wasters apply for the position and if they do you can clearly and quickly remove them as they are not meeting the brief you have created. 2. When you are using social media to recruit have a clear plan on how you are going to get their information and any supporting detail you require, you will need to be open and upfront with them so they know where and how it will all work and so you are not getting their personal details out in the public space. This will show you have respect for them and their privacy from the very start. 3. When using social media for the process be professional, however be more relaxed in the approach, after all you are using social media and not a formal process and it is more relaxed in its approach. There are so many more so happy to add more if it would help as I have recruited via social media before successfully.
Jef LippiattOwner at Startup Chucktown
There are many things that should be considered when recruiting on social media, but I'll stick to 3 that I would personally follow.Do not spam followers. It's okay to post a few times a day if you are trying to extend your reach over several time zones. It is not okay to annoy all the people already following you (they may bristle and decide to not to follow you anymore).Do not ask for too much personal information in a public message. Respect individual needs for privacy. There is no need for public over-sharing. If you are looking for personal details or contact information that is not readily available, use a private message or email.Engage with personality. Try to make personal and meaningful connections. Don't use stock messages. Use messages that are on point with your brand's tone and style. Start a two-way dialogue. Ask for creative responses and respond to them in a timely manner.Those would be the 3 rules I would personally follow.
Please login or sign up to answer.
Questions

How did you score such an amazing co-founder?

Asked by:
Andre Eikmeier at Vinomofo
Justin DryOwner at Vinomofo
Haha get off the site Andre. I obviously found one with plenty of time on his hands... And get back to work Chris :)
Chris CoffeyGeneral Mischief Manager at Vinomofo
...and General Manager?
Please login or sign up to answer.