It’s a funny thing really. We share our corporate culture through slick marketing and branding efforts. However, it’s a very different thing to be sitting across from a candidate, fielding culture questions during the interview process.
An oft-repeated truism is “you only get one chance to make a first impression,” and all of us, I’m fairly certain, have stories and examples of times when we judged an individual upon first meeting based on either body language, behavior, or some other contextual factor.
Tying your company brand to the recruiting process will help strengthen the onboarding experience and increase employee engagement. Here are 3 ways to get started:
We’ve all had an experience that we weren’t quite sure really belonged on our resume. From a short stint at a retail store to an online degree program that doesn’t appear to be very prestigious. We question the need to actually include some of these details and wonder how much information is really necessary to the job we’re applying for.
Think back to your school days and choosing teams for kickball. Team captains begin picking their friends or those more popular or athletic. This process didn’t mean that the team would win; it just meant they would have more fun and maybe look good doing it. Unlike the game of kickball, the goal in recruiting talent is not to hire the “best looking” team. The goal is is to hire the best employee for the job.
Campus recruiting teams are preparing to hit the road to canvass colleges and universities, searching for the next batch of 2014 interns. If your company is hoping to hire interns this year, follow these points to ensure a mutually beneficial experience for both your company and its interns.
HR professionals need to be cautious when over relying on social media for recruiting purposes. According to new research, companies that screen the social media accounts of job applicants alienate potential employees, making it harder for them to attract top job candidates.
You have 10 open roles to fill and plenty of candidates in the pipeline. Interviews are held and you’re starting the second round next week. Before you know it, “thank you” emails are flooding your inbox. You’re at 35 interviews so far and counting. What do you do with all of the emails?