In candidate driven markets, hiring managers are the sellers For years the recruitment process has been powered by companies in the happy position of being in  the driving seat. Today, things have changed in a candidate driven market. In a supply driven market, companies posted ads, shortlisted some candidates, put them through rigorous interviews and…

It’s not just skill set shortages that have shifted the balance of power in the recruitment process, although that is clearly playing a role. Digital transformation has also supported a candidate driven market in more ways than most hiring managers consider. Top level candidates are becoming increasingly switched on and better informed. This generation of…

Very often those leading or working in toxic workplace cultures are unable to see things how they really are. Bad habits and behaviours are so deeply ingrained that the individuals involved no longer notice. Or if they do, they make excuses “That’s how he/ she is” or “that’s the way we do things here.”  Then…

Social media is now becoming an unforeseen danger zone for HR Managers. Career coaches are constantly exhorting candidates to take care of their cyber foot print, especially at entry-level. All recruiters and head hunters usually check out applicants online before meeting them. Line managers have been warned to pay attention when liking and sharing inappropriate content…

interview (n.) 1510s, “face-to-face meeting, formal conference,” from Middle French entrevue, verbal noun from s’entrevoir “to see each other, visit each other briefly, have a glimpse of,” from entre- “between” (see inter-) + Old French voir “to see” (from Latin videre;). After six years of deep recession and demand driven hiring processes, interviews have been…

Employer brand Much time is spent encouraging and coaching candidates to create and present a Personal Brand to make the right impression on potential employers. But many organisations are not as in touch as they should be with their employer brands. By that I mean how they are perceived not just by current employees, but by prospective…

Although top-level candidates are investing increasingly in their employee brands and interview readiness, I’ve heard many stories that would suggest that some organisations are  getting complacent.  Mistakenly they believe that either being a good manager automatically makes them good interviewers, or with the market awash with candidates they don’t have to make an effort. They have basically let their interview readiness slip. Employers need to…