Category Archives: Candidate management

3 reasons recruiters don’t respond to unsolicited CVs

Many organisations, if they have sophisticated ATS, could easily set up an automated response system acknowledging receipt of unsolicited CVs. If that isn’t happening I don’t understand why.  But even that would not appease some people, who see this lack of engagement as “inhumane” treatment. Although some recruiters are lazy, most aren’t, and there are…

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boreout

How to lose the disengaged employee tag

Employee engagement – or rather the lack of it, has been a hot HR topic for many years. Research from Deloitte indicates that the issues of “retention and engagement” have risen to No. 2 spot on the business agenda, “second only to the challenge of building global leadership.” This is rooted in compelling indications that…

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structured interviews

Why don’t we use structured interviews more?

Most companies include interviews as part of their hiring process. Sometimes they are one to one, or perhaps with different members of the team or others involved in the hiring process. Interviews can be held in panels of two or more, but very often they are sequential with candidates meeting one person after another. They…

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Graduate recruitment tips for SMEs in 2017

Graduate recruitment can be expensive and not always successful, with heavy investment needed at the upstream identification end.  There is a high risk of low return on that investment if the downstream end isn’t tightly managed. Large corporations have huge budgets to invest on job fair stands and online campaigns.They make scores of offers. But…

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professionalisation of the recruitment industry

Professionalisation of the recruitment industry is urgent

The demand for the professionalisation of the recruitment industry seems to be at an all-time high. LinkedIn in particular is regularly filled with complaints about the way individuals have been treated by a recruiter in some part of the globe. There are also complaints from recruiters about the comportment of candidates. Often times many of…

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Post brexit language crisis

Post Brexit language crisis impacts talent pipeline

The UK is forging ahead with Brexit. Not only that, the amendment to protect EU citizens residing in the UK was not approved.  As the UK takes it place outside the EU, headhunters and recruiters are now trying to project skill set gaps in the coming years for British organisations. The one gap that screams…

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When to ask for flexible working in the hiring process

There is much confusion about when to ask for flexible working in the hiring process. Karen Mattison MBE Joint CEO of Timewise writing about requests for flexible hours in the Guardian complains about the lack of transparency in recruitment processes and how asking for flex conditions as a candidate is “like playing poker.” She maintains that…

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How a “slow no” damages your employer brand

What is  a “slow no?” A “slow no” is a communication device used by hiring managers or recruiters for keeping short listed candidates warm as a back-up plan. It involves indirect and opaque communication, which is a death knell to any search carried out with integrity. It might involve no communication at all, or fluff about delays. Sometimes it’s intentional.…

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Are we seeing a resurgence of candidate power?

Top candidates making greater demands As the worst of the recession seems to have bottomed out and economies are hopefully experiencing an upward turn, I have noticed a slight, but perceptible shift in the executive search process. Organisations had their pick of top talent for probably 3 years, the challenge during that period was being…

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