Benefits of Hiring International Candidates Hiring international candidates can often seem more complicated than recruiting locally, which is why many organisations choose to dismiss the idea. There can be the issue of visas and visa restrictions with hiring international candidates, which can be off-putting for employers. However, in dismissing international candidates, businesses are not only restricting the number of applicants they have to choose from, but also the wealth of skills and experience that international employees can bring to the business. If you have been choosing to disregard international candidates, it may be time to think again as there are many benefits in being open to hiring candidate’s out with your local area. Wider Pool of Candidates One of the most frustrating parts of recruitment is advertising a really good role, but finding that there is a lack of interest from candidates. It is a candidate’s market at the moment, so many can pick and choose what they want, which means less applications for many businesses. If you are open to the possibility of hiring international candidates, you will really widen the pool of candidates you can select from. The process may take longer but it is more cost effective and resourceful than continuing to renew adverts and having to turn business away. Enhance Skills and Knowledge Base International candidates will have worked on different projects to local candidates, which means..
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5 Benefits of Using External Headhunting Resources Many businesses are reluctant to use outside resources to assist with their recruitment needs, although they quite often don’t realise all the benefits it can bring. The use of external headhunting resources obviously comes at a cost, but it can often be a lot more expensive to try and take care of it yourself, especially if you don’t have an HR department. Recruitment can be a time consuming process and it is one which most people don’t enjoy, so it is worth considering using external resources. Hiring the wrong person can be a very costly mistake in terms of money, time and reputation. These are five benefits of using external headhunting resources. Dedicated Approach If you run your own business and don’t have HR support, the task of recruiting is probably not high up on your agenda. However, if you don’t fill your vacancies, it will have serious consequences for your business. Without resources, you won’t be able to fulfil the needs of your clients. If you outsource your recruitment, you can leave it in the hands of those who are dedicated to the job and can spend time ensuring you get the right person. Recruiters generally enjoy the process of recruitment and can offer a dedicated approach to ensure they fill your roles. Expertise Recruiting is not an easy task and it..
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Thinking twice about job offer? Why backing out could be bad for your career Companies spend a lot of time and money on the hiring process, so it is no surprise that candidates who back out of job offers at the last minute are a major annoyance. Every situation is different and it may be the case that it is no longer possible to accept the role you previously agreed to. However, it is important to take time to consider the job offer carefully, prior to signing the contract. It is not against the law to go back on a job offer, however, it could be damaging for your career. These are some reasons why backing out of a job offer may have negative implications for your career. Bad for Reputation It is important to remember that you are not only affecting your own reputation by backing out of a job offer, but also that of the recruiter (if not a direct applicant). The recruiter is representing you after all, so if you fail to join a company after agreeing to the terms/ signing a contract, the reputation of the recruiter also hangs in the balance. If you have adversely impacted the reputation of yourself and your recruiter, they are highly unlikely to want to help you in the future. You never know when you might need assistance in..
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Pros and Cons of Testing Mid-Level IT Consultant Candidates The recruitment process is time consuming and can be costly, which is why it is so important to make the right decision when hiring a new employee. Tests are not always common practice in every organisation, although due to the importance of practical knowledge in the IT sector, they can form part of the hiring process. These usually come in the form of aptitude tests, which are sometimes used in conjunction with an interview. Aptitude tests provide candidates with a series of questions and the answers will be used to determine how candidates deal with different scenarios. The answers are then compared to decide who is the most suitable. There is a lot of discussion around these kinds of tests and whether or not they should be used, particularly if they are the only means of deciding on whether or not a candidate is suitable for the role. What if a candidate manages to pass the test with no problem, but it turns out that they are not right for the job? On the other hand, they may fail the test but be more than capable of doing the job. These are some of the pros and cons of testing mid-level IT consultants. Testing to Achieve Results While interviews can often be subjective and based on the opinions of individuals, tests can..
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