Recruiting is a game of connections. It’s important to evaluate whom will you connect with, what they will bring to the table and if it is a good fit with your company. Recruiting is also a game of skill. Hiring managers need to evaluate if the candidate’s true qualifications match their resume, if they’ll follow through on the process and spotting the best candidate for a role. As you hire for each opening, you will be tempted with candidates who seem too good to be true, and a hard to fill position can make you wonder if you’ll ever find the right candidate.
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Six seconds. You have six seconds to grab a recruiter’s attention. Would your resume make the first cut? Having a resume that can stand out from the crowd is completely imperative in this competitive job market. How can you stand out? Focusing on the minor details and perfecting your bullet points will not be the difference maker. Instead, follow these tips to make recruiters want to take a closer look.
What is your company’s stance on boomerang employees? Boomerang employees, or employees who once left your company, have a different stigma today than in years past. Companies are becoming much more accepting of rehiring a former employee. In a recent study, 76 percent of those surveyed stated their company is more accepting of hiring boomerang employees today than previously. 15 percent of employees stated they have returned to a previous employer and 40 percent would consider returning.
A strong leader can make or break a project. In a professional environment, this leadership role often falls on the project manager. The project manager assists in following deadlines, project efficiency, time management focus and communication across the entire team. While it is incredibly helpful when the technical project manager is well versed in development jargon and skills, their soft skills could separate a successful project from a project that falls through the cracks.
When your company is seeking new talent, you want top candidates to join your team. However, more often than not, the top talent you are seeking will be currently tied to another company. Getting these types of candidates to your company is not a simple task; it will take time, persuasion and an impressive offer package to lure a content employee to your opportunity. These passive candidates often bring such impressive skills that they are worth every extra bit of effort.
How do you catch their attention and draw them in?
The demand for technical hiring is growing continually to cover new projects and initiatives that companies are seeking to complete in the upcoming year. With so many companies looking to grow their technical talent, it is up to each company to explore new methods of sourcing and hiring top talent. What can your company do in order to attain top talent who will deliver value to your company? Implement these four strategies for hiring top technical talent: global outreach, skills focus, a quick hiring process and providing company culture insight.
The ability of a candidate to get the job done well will not be relevant if they do not fit in with the culture of the company. The culture of a company is an essential factor holding an organization together. It is not only important that each member of a team has the skill-set to complete their individual job, but it is also equally important that the entire team works together seamlessly. Company turnover due to a poor cultural fit can cost the company between 50-60 percent of the position’s annual salary.
The 2017 technology hiring trends are accelerating, creating both opportunities and challenges for organizations searching for tech talent. There are many factors behind the trend. Corporate executives are anticipating deregulation and lower taxes, which is freeing up both operating budgets and capital expenditure budgets. Company information technology budgets across a wide spectrum of industries are supporting higher spending to drive organizational technical excellence forward to support revenue increases.
Just as the professional world was beginning to understand and adjust to the millennial generation, a new generation is surfacing and warranting attention: Generation Z. Similar to each generation prior, Generation Z sees the world differently and have different priorities, including how they work best. This generation consists of individuals born between 1994-2010.