Recruitment/Hire

Recruitment - hiring - without guesswork

Take the guesswork out of hiring

As the COVID-19 crisis slightly loosens its grip on the economy, our clients tell us that recruitment challenges are very much front of mind. As restrictions are eased, many companies can finally open up, look to the future, and think about expanding their workforce.

According to a recent study in the UK and Ireland, 38% of those surveyed plan to leave their jobs in the next six months to a year. The pandemic has caused a definite shift in employees’ priorities and expectations. This scenario will both open up further new vacancies and also increase the available talent on the job market. …

Don’t judge a penguin by its waddle

I was recently introduced to a wonderful You Tube video (in German) called ‘Das Penguin Prinzip’ (The Penguin Principle). It provides a charming but very poignant reminder that we really shouldn’t judge the character or worth of someone at first sight.

Dr. Eckart von Hirschhausen is a German television host, doctor, magician, comedian, cabaret artist, and author. In this extract, he recounts an anecdote from his time as an entertainer on a cruise ship, and a visit to a Norwegian zoo.

In one of the zoo enclosures, he saw a little penguin sitting on a rock. He looked at the creature and thought: “Look at this poor thing. A flightless bird. Stocky and totally out of proportion. Definitely one of nature’s misconstructions!”

The Penguin Principle

Then the penguin jumped into the water and, through the glass, Hirschhausen watched him swim in the water, nimbly twisting and turning. The onlooker’s jaw dropped, and he was forced to rethink his original assessment of the little creature’s suitability and talents.

How to make your job offer irresistible

How you offer the job to your new recruit is vitally important. But why?

Surely, finding the right person for the job is key, I hear you say. And it is, but think about it this way: while you might not hesitate to reach for white chocolate as your favourite treat, to someone else a bar of dark chocolate is irresistible. Picture the scenario.

A new survey of over 5000 UK workers, has discovered that an astounding 84% of those currently in employment are planning to apply for new roles this year. Many might still be biding their time and are waiting for the right opportunity. Many companies are struggling to fill their vacancies, and competition for those quality candidates is high.

Are you a risk-taker?

Risk: your public speech is my 2000 metre drop

We all perceive risk differently. When you hear the words ‘bungee jumping’, what’s your immediate reaction? Do your fingertips and the soles of your feet start tingling with fear, or do you shout “hold my beer” and rush to the nearest 2000 metre drop?

Are you playing the recruitment lottery?

Wouldn’t you like to know exactly who you are employing?

Using reliable people data can help you take the guesswork out of your recruitment process and enable you to:

  • Recruit faster, more efficiently and with greater predictability
  • Attract top talent
  • Safeguard the company against hiring mistakes
  • Reduce staff turnover
  • Hire with confidence and integrity

If you are working as a Recruiter or in HR, your company will most likely rely on you to attract top talent, and to then onboard the new hires swiftly and smoothly.

Do you sometimes wish you had a crystal ball?

Building talent assessments into the candidate pre-screening, interviewing and reviewing phase of your recruitment process comes close.

Find that missing piece - recruitment

Will your job description help you find that missing piece?

The hiring process can be challenging. There are numerous things to take into consideration when you are looking for a new employee: budget, time frame, essential skills and experience, cultural fit. The list goes on.

However, recruitment should be celebrated. After all, if you are expanding your team your company is growing!

One of the first steps when recruiting is to decide on exactly who you are looking for and to create a compelling job description.

Simple enough right? Not necessarily.

The job advert will represent your company and your hiring needs. A well-written job advert – with a focus on the required behavioural characteristics – will attract the right applicants.

If your advert is not clearly targeted, you may have wasted your time, or it may lead to the wrong hire. Hiring mistakes are costly!