When it comes to recruiting, some candidates aren’t right for the job… and some are simply un-hireable. To avoid hiring a bad candidate, here are 5 red flags to watch out for in an interview. More…
IQ PARTNERS would like you to get to know some of our recruiters. Each month we ask one of them the same 10 questions about their lives, the headhunting business, and what you should know as a job seeker or hiring manager. This month, meet Toronto Recruiter Steven Petroff.
A tech CEO contact of mine always puts his phone on the table during the start of an interview and sees if his candidate does the same. If they do he casually asks them about their phone and phone choice, to break the ice but also as an opportunity to understand how they make decisions as well as their approach to technology.
With 70% of employers spending less than 5 minutes reviewing your resume, and with 48% spending less than two minutes, you MUST ensure your resume is accurate, mistake free, and offers something that intrigues recruiters and hiring managers.
75% of managers always/sometimes discuss employee career development – only 38% of employees agree. A major area where employee engagement can break down is unclear job expectations, particularly in how success will be measured and what the feedback loop is. In step 3 we discuss how to improve the feedback loop (hint: annual performance appraisals are NOT the answer) and how regular feedback can help you not only keep your top employees from leaving but also improve your corporate ROI.
Sometimes a search just isn’t working out. Sometimes you’ve got the wrong headhunter who isn’t delivering or doesn’t understand your business. It’s time to cut your losses.
It is no secret that competition for the best talent has never been fiercer. Innovative companies are going to greater lengths than ever to attract and retain the best of the best, so how do you keep up? In this blog I’ll break down where to start with your talent acquisition plan and how companies are thinking outside the box to attract the very best in the market.
Dear Corporate Recruiter,
As an Agency Recruiter (headhunter), I/we am/are pleased to be chosen to assist you in your important search. It is our aim to be able to partner with your company and truly become an extension of your function. As Jim Collins says, “People are not your most important asset. The right people are.” As headhunters, our goal is to find you those right people who will reflect well on your function and within your company overall.
Last week I wrote about the Do’s and Don’ts of How to Land a Candidate, with tips like be prepared, be visionary; don’t be casual or negative. To take it a step further, I want to be specific about what to say and not to say to land that top candidate.
