As a hiring manager, you probably have a laundry list of great questions that you ask candidates, ranging from, “Why did you leave your last company?” to “If you were stranded on an island and could only have three things, what would they be?” However, one questionall hiring managers need to ask and don’t is this: Do you WANT to do the job?
How do you know if that person sitting in front of you is truly the right person for the role and your company?
There are two parts to hiring. The first is sourcing potential candidates, which pretty much anybody can do with the enough time (to search all the job boards and other places) and money (investment in deeper access to search those job boards). Of course it helps if you know exactly what you are searching for.
There are two components to hiring top talent. The first is Sourcing Candidates, and the second is Screening and Interviewing Candidates. The focus of this post is to help you understand the sourcing of candidates and the two primary recruiting models available for you to choose from: Retained Search and Contingent Search. Do you know the difference, or which one is optimal for your needs? To help you out, we are going to lay out the fundamentals and help you understand the ins and outs of each approach so that you can choose the option that best fits your company’s needs. Ready?
As the global economy slowly recovers, employers will remain focused on maintaining financial flexibility and doing more with less (hence why the state of the job market is in so much trouble). Applying the same mindset to their workforce, employers have gotten more specific about the combination of skill sets that they are looking for, not only seeking technical capabilities in a job match but holding out for the person that possesses the additional qualities above and beyond what will help drive their organization forward. This confusing stance is upsetting to the every-day job seeker who will need to take more responsibility for his or her skills development in order to find ways to remain relevant to the market.
Today, we share with you a post from Kim Kline of Access Profiles, Inc.'s blog on small business and background check issues. Enjoy!