How much effort do you put into your job ads? If you are like many hiring managers and companies, you treat job ads like an afterthought and spend very little time.
Making a hiring mistake is costly. It costs your company time, resources, productivity, and MONEY. As you are already well aware, people are the most valuable asset in your organization, and if you fail to attract talented people (at all levels of your organization), it can and will have an impact on organizational culture, business performance, and your bottom line.
You have a job vacancy. Someone has either been promoted, moved on or was fired. Now you are faced with filling a void. However, before you hit the speed dial button and send the new job opening to a headhunter, it’s important to get things organized on your end.
If you want to get the best possible return on your investment in a headhunter and the individual you hired, you need to continually assess their performance and fit within your organization
Outside of the obvious reason of needing to fill a vacancy, there are other situations where a headhunter can be a valuable resource in your search for a job candidate
Starting a new job can be exciting, but it can also be a source of stress, especially if you are not prepared to dive into your new job full speed. There is no doubt your new company wants you to get acclimated to your new surroundings and responsibilities as quickly as possible, and we know you want to prove you are the right person for the job.
A lateral hire is someone hired “from the side”, meaning at the same experience and wage level as their previous job. As most hiring managers and HR professionals know, luring a top candidate away from their current job to one with the same salary and title can require a bit of finesse. Here are my top tips on how to complete a successful lateral hire, starting from the first point of contact, the job posting.
Like only Vince Vaughan can, he and Owen Wilson’s character ramble their way through the Google interview question, “You’re shrunken down to the size of nickels and thrown into a blender – what do you do?”
Takeaway: In the face of even the most ridiculous questions, don’t try to ramble your way through it – 90% of the time it will be nonsense. We’ve all been there. Stop, think, and start over.
As IQ PARTNERS grows we are conducting more and more business internationally, and with that comes increasingly frequent Skype interviews. Having seen the good, the bad, and the ugly when it comes to Skype, here are 6 tips to ace a Skype interview with a headhunter.
