Recruiting
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5 Ways to Uncover a Job Candidate’s Hidden Strengths & Weaknesses

5 Ways to Uncover a Job Candidate’s Hidden Strengths & Weaknesses | Recruiting | Scoop.it
Recruiting is easy, but talent hiring is tough. When you’re recruiting, you’re looking at concrete facts – the applicant’s work history, experience in the field, education and availability. But talent hiring?

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When Talent’s Not Enough: The Cultural Considerations of Recruiting | Talent Management Blog

When Talent’s Not Enough: The Cultural Considerations of Recruiting | Talent Management Blog | Recruiting | Scoop.it
  Above the airline’s ticketing counter was an enormous banner that read, “Customer Service Is Our Business.” It was a magnificent display of (When hiring, be sure to look beyond talent; cultural fit is important too.
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Eight Things A Resume Won't Tell You

Eight Things A Resume Won't Tell You | Recruiting | Scoop.it
“If I never had another stack of resumes to review in this lifetime, I’d be happy as a clam,” said Cherie,  a Marketing manager.
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INFOGRAPHIC: The Age of Social Recruiting

INFOGRAPHIC: The Age of Social Recruiting | Recruiting | Scoop.it
Glassdoor recently polled users to learn more about the role of social media in the recruiting and retention process. The survey also looks at why employees leave a job and what perks are most attractive to candidates.

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social4ce's curator insight, March 8, 2013 5:28 AM

How companies should engage wih potental employees on social media in order to attract the best candidates

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Are You Reactive or Proactive in Recruiting?

RT @SourceMob: 10 Tips to Hiring & Keeping Top Talent! http://t.co/8zVRDe0jPq. #shrm #recruiting #HR #careers

Via Barry Deutsch
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Barry Deutsch's curator insight, January 27, 2014 2:26 AM

Most companies fluctuate somewhere between a crisis and desperation when it comes to hiring. It's reactive, taking whomever is available at that moment. Sticking a butt in chair becomes the most important critieria because as we all know - someone in that chair is better than no one.


A better approach may be to start thinking "Always Be Recruiting". As the author of this article indicates:


"1. Recruit Continuously: Aggressive companies (read: successful) are always on the prowl for talent. They have a sense of what skills they need now and in the future, and what type of person will be a good fit. They look even when there are no current openings, because one can never predict when an employee might leave."



When should you move from the stage of "recruit only when a job is vacant -- to --- always be recruiting?


Barry Deutsch

Master of Hiring Accuracy

Doctor of Hiring Failure and Pain

Prognosticator of Radical Hiring Improvement

 

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