Tags Archives: recruitment

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Benefits of Hiring International…

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…

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…

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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How to Optimise Your…

How to Optimise Your LinkedIn Profile To Appeal To Recruiters A growing proportion of all career openings are now being filled by recruiters finding and approaching their ideal hires online. Correspondingly, fewer roles are being filled via advertising, which means that the next time you want to change jobs you can’t rely on finding and applying for jobs yourself. Consequently - and irrespective of whether you are actively considering a career move - to be in the running for the best positions you have to have a Linkedin profile that will be found by recruiters and that will quickly win them over when they find it. This blog is aimed at providing quick wins to help you craft a LinkedIn profile that will get noticed by recruiters and will make you stand out as a strong candidate. The backdrop to this is that LinkedIn have changed the site in ways that impact you as a candidate, including standardising the layout of LinkedIn profiles. This has elevated the importance of certain elements of your LinkedIn profile, whilst demoting others. Here’s everything you need to act on to achieve those quick wins.   Making a positive first impression There's one part of your LinkedIn profile that will be seen more than anything else. That's the combination of your name, photo and headline - as appears at the top of your profile page...

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The Growing Importance of…

The Growing Importance of Employer Branding   Whether you've considered it or not, one thing's for sure, you already have an employer brand. It grows day by day and is a direct result of both your company's actions, and your ability to communicate them to the wider world. It is best defined by how your organisation is perceived; and includes everything from the way you do business, to the way you treat your staff.   Across the board, we're hearing from business leaders struggling for talent. A PwC survey  found that 73% of CEOs are concerned about the availability of key skills. If you also consider that a Glassdoor survey found 3 in 4 full-time workers are open to or are looking for a new job, and 84% would consider leaving their current company if another employer with an excellent reputation offered them a job, it's clear that employers have plenty to worry about. Even with a high number people seeking work, to quote a Deloitte report, “There’s a paradox of scarcity among plenty … today’s high unemployment rate does not mean the talent will be there when you need it.” It's a brave new world out there. Candidates are more well-informed about employers, and increasingly expect more from their working life. Today's candidates want to work for an organisation that simultaneously fits in with their values, and makes them..

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Contractors or Permanent employees?

Contractors or Permanent employees?  It is often the case companies believe they have the universal right answer to that question. They can often be wrong. That is the case as there is not always a straight answer to the question – in the broader sense, of course. The decision on whether to hire a permanent employee or a contractor should be based more on the situation rather than the company’s preference. Below, I share a few important aspects to evaluate before deciding which way to go.   Nature of the job The nature of the job to be performed is one of the main aspects to analyze. Are you hiring someone to perform an activity that is within the company’s main focus or is It an accessory type of work? Whenever the job is part of the company’s core activity/product and the knowledge necessary to perform it is of value, it is a good bet to explore a permanent hire. If the focus of the job is not part of the company’s main focus, it could be best to hire a contractor. It is always better to develop and keep the knowledge around the heart of your company with you. Whenever it is an accessory skill, then a temporary specialized solution could be best.    Duration Another important aspect to beware of before deciding which way to go is for..

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How To Harness Social…

How To Harness Social Media To Boost Your Candidate Experience   Social media has had a massive impact on hiring markets worldwide. The role of LinkedIn - and the ability it’s given recruiters to find and approach their ideal candidates - has received the lion’s share of media coverage. However, it's the relationship between candidates and recruiters that has arguably been transformed more than anything else. Let's reflect back in time for just a moment.   You don't need to have that long a memory to be able to picture a time when candidates were treated almost with disdain. Only a decade ago, most openings were still being publicly advertised and employers would ask candidates to submit an application if interested. This could be described as the “Black Hole” era. Candidates had little scope to talk to recruiters or other people in the business prior to submitting an application. The decision to apply was taken on the strength of the advert copy itself and what little else the candidate knew about the company and its reputation. Communication was not two way, only upon reaching the interview stage would a candidate have the prospect of talking to anyone within the business. For most, applying to jobs meant their applications disappearing into a Black Hole and often hearing nothing further about the opportunity.   Contrast that scenario with the situation today. We’re..

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5 Recruiting Trends That'll…

5 Recruiting Trends That'll Impact Your Tech Recruiting Effectiveness   Everywhere you look, new technology is changing the way we live, work, and play. The booming tech sector in all its guises has made the market for talent a fiercely competitive one. In a recent MRI Network survey, 86% of recruiters felt the labour market is candidate driven. With the power seemingly in the hands of candidates, recruiters and employers need to do more to attract, recruit, and retain top talent. To help organisations find the tech talent they so desperately need, business leaders and recruiters need to understand the changing face of the candidate market. With that in mind, we wanted to look at some of the key recruiting trends that are having a real impact on tech recruiting.   Flexibility is a talent winner Today's tech talent is a different beast than that of previous generations. Whereas previous generations wanted stability and security, today's talent desires flexibility. In the words of Bill gates, "The competition to hire the best will increase in the years ahead. Companies that give extra flexibility to their employees will have the edge in this area." Employers that are able to build flexible working practices into their organisational strategy will be able to attract talent more readily - and retain talent more easily.   The battle for diversity is on the rise According to..

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Top Tips For Tech…

Top Tips For Tech Talent To Build A Strong Professional Profile on Social Media   Social media today plays a huge part in the success of a Tech professional’s career. It can result in you being found and approached with enticing career opportunities. Or it can be used more proactively to open doors with potential business partners, future employers, investors and other high value connections.   There are two angles to consider here. The first is how visible you wish to be in the market? When a recruiter or entrepreneur is searching for tech experts, how likely is it that you will come up in the search results as one of the top matches? Linked to that, how frequently will your peers and the wider tech community see your updates appearing in their social media feeds - and how many people will add social proof to your reputation by commenting on or sharing your posts?   The second angle is whether you wish to use social media more proactively to build relationships and strike up conversations with people of interest. For a Tech entrepreneur, this could mean sparking conversations with potential business partners, investors, vendors and future employees. For someone on the payroll, this could mean starting conversations with mentors or potential future employers and with startups in your space that you may be interested in joining at some point..

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