Our Bi-Weekly Newsletter - Strong Opinions on the Future of Hiring and Work. By the makers of Hussle.
The difference between playing to succeed and playing not to fail is the mind shift that separates the successful from the failures.
Now, do you hire to succeed, or do you hire not to fail? Read on to find out?
Passive candidates are all the rage with employers and recruiters. They want to hire their own candidates instead of using job ads or job boards to find potential candidates.
That's simply because there are several drawbacks when it comes to passive hiring. But what is passive hiring, why do companies do it, and what are the downsides? Let's take a look.
In fact, the average time to hire a new employee was 39 days in 2016. Also, 46% of recruiters say that the time between the first interview and a rejected offer was between five and eight weeks.
Now, there's a big problem with this, considering that the best candidates are off the market within 10 days. This means when you need high-quality, in demand talent, you'll have to move quickly and speed up your hiring processes.
Technology and our workforce are advancing at rapid speeds. So why are our hiring processes still stuck in the dark ages?
It’s easy to get comfortable doing things the way they’ve always been done. However, in doing so some companies are overlooking an extremely important fact that’s inhibiting their success:
The hiring process is completely broken.
There are a lot of things about the workplace that have fallen out-of-date. Typewriters, fax machines, manual filing. Most of these items have been replaced with better versions of themselves — computers, email, cloud storage. Yet, when it comes to how we hire employees — the most important part of any organization — many of our tools and processes remain stagnant.
Perhaps the most outdated of any items in the entire hiring process is still one of the biggest: the resume.
Are you in the middle of hiring and wondering why your incredible job opportunity is only attracting mediocre candidates?
The fact is that generic postings on job boards will attract a lot of generic applicants and ridiculous ones may not attract any at all. If you’re relying on a standard template or getting someone who has no idea what the job involves to write one, then you are not attracting the best on the market.
Are you an employer looking for a sparky new talent to join your team? Perhaps you’re feeling some trepidation about meeting and assessing candidates?
Rest assured that embarking on the interview process for a new job vacancy can be a stressful experience for hiring managers and job seekers alike. While wannabe employees will be concerned about selling themselves appropriately and avoiding any embarrassing interview mishaps, employers will do everything they can to ensure they recruit someone talented and up for the job.