These may be obvious to some, but it’s surprising how many people make inappropriate and derogatory statements when they’re being interviewed.
Via Lifehacker.com …
They meet more people in an afternoon than most of us do in a year. But what faux pas do human resources pros see again and again during the interview process? We picked the brains of two high-profile executives to find out what you definitely should and shouldn’t say, as well as what they secretly think of your résumé.
There’s no doubt that the Screening Questions module is one of the most powerful features contained in the Hirebridge platform.
Did you know that each job can contain its own screening questions, which allows you to deeply profile your candidates regarding their qualifications based on the position they’re apply for. You can tag specific responses as qualifiers and dis-qualifiers, as well as assign point values to each response.
This module provides you with a powerful “virtual assistant” that helps you segment out candidates that meet your minimum criteria, as well as being able to weight those that are most qualified.
If you’re not leveraging the power of the Question Sets module, or need any help setting them up, send an email to email@example.com and we’ll be happy to assist.
Deloitte just released its Human Capital Trends 2013, a year-long research effort which looks at talent and leadership trends around the world.
The research explains why talent and leadership gaps have become the top business challenge this year. We are now in a world of uneven economic growth with lagging skills and the need to build new leaders in many countries around the world.
One the most common and frequent challenges we hear from recruiters is getting managers to review candidates and provide feedback to them. Often times, there is a breakdown in communication during this process, which becomes an obstacle to everyone involved.
We’ve been hard at work studying how to address this need from every potential angle, and to devise a solution that “feels” and “acts” natural — something that recruiters and managers alike will embrace to help them be more productive and reduce their workloads.
We call it, Closed-Loop, Frictionless Feedback.
It’s really quite simple in its approach, yet incredibly powerful, flexible and complex in its abilities. The key benefits are as follows:
Natural process that takes little to no training
Recipient does not need to log in to provide feedback
Feedback can be collected from single or multiple recipients
Point values can be assigned to specific responses
Specific responses can be tagged as qualifiers and dis-qualifiers
All activities are logged at the user and candidate level
Ability to automatically disposition candidates based on specified criteria
Comprehensive reporting and compliance tracking
We’re excited to help every company and organization leverage this incredible and unique component to streamline their recruiting process, so send an email to firstname.lastname@example.org and we will provide you with complete details.
A study by online job site CareerBuilder found that candidates who had a bad experience when applying for a position are less likely to seek employment at that company again. They are also more likely to discourage friends and family from applying or even purchasing products from that company. Overall, more than one in four workers have had a bad experience when applying for a job.
It’s widely believed in policy circles that technology creates jobs around the U.S., especially outside the startup-happy zone of Silicon Valley. But, searching for statistical nuggets in a needlestack of words is daunting–and a little boring. So, technology lobby, Engine Advocacy, and the Bay Area Council Economic Institute, are here to inform and dazzle you with multi-colored graphs (plus some egregious copy and pasting on our part) [PDF].