Focus on the positives of the role rather than grilling
Posted: Wed Jan 08, 2025 4:15 am
If so, you really need to get rid of it. 1999 thinking is, “If they really want the job, they will jump through hoops for me to show they want it.” Modern thinking is that this person has 43% chance of being on their mobile phone (Pew) and already has a job, so they aren’t motivated to jump through unnecessary hoops.
Needing to create an account, fill out a long application, or take a test are all choke guatemala whatsapp phone number points where not only will you lose a lot of potential applicants, but you will never even know they came to your site in the first place interested in the job. Seriously consider making it easy for potential employees to upload a resume and invite them to even if the type of job they want with your company is not listed.
And if your opening is the type where applicants may not have a resume, provide a SHORT application, and get the rest later. Ask only for name, email, address, and last employer and title. Do not require a phone number. Most people, particularly millennials, are not likely to want to give it out on a career site. Letting people apply with LinkedIn and logins from major job boards, will increase your applicant pool.
And savvy potential candidates will also have a look at Glassdoor, kununu, and even job ratings on Indeed. You should be aware of what applicants are seeing when they research your company.
So now you’ve sparked the interest of a promising candidate. Think of the next steps more like a date. Let the potential employee get to know their manager and shadow a current employee.
Give clear guidelines about what the pay range for the job is rather than demanding to know what the client earns now (illegal in some US states!) or what their earning goals are. the applicant like a steak and looking for flaws. Remember the Gallup 12? These are 12 top indicators of employee engagement that ring true to me. And salary is not one of them
When you have done the necessary work to attract and engage the right applicants, you have a much better chance of hiring the employee you really want. And they will be happier with their decision to come on board leading to a high probability of things working out.
Needing to create an account, fill out a long application, or take a test are all choke guatemala whatsapp phone number points where not only will you lose a lot of potential applicants, but you will never even know they came to your site in the first place interested in the job. Seriously consider making it easy for potential employees to upload a resume and invite them to even if the type of job they want with your company is not listed.
And if your opening is the type where applicants may not have a resume, provide a SHORT application, and get the rest later. Ask only for name, email, address, and last employer and title. Do not require a phone number. Most people, particularly millennials, are not likely to want to give it out on a career site. Letting people apply with LinkedIn and logins from major job boards, will increase your applicant pool.
And savvy potential candidates will also have a look at Glassdoor, kununu, and even job ratings on Indeed. You should be aware of what applicants are seeing when they research your company.
So now you’ve sparked the interest of a promising candidate. Think of the next steps more like a date. Let the potential employee get to know their manager and shadow a current employee.
Give clear guidelines about what the pay range for the job is rather than demanding to know what the client earns now (illegal in some US states!) or what their earning goals are. the applicant like a steak and looking for flaws. Remember the Gallup 12? These are 12 top indicators of employee engagement that ring true to me. And salary is not one of them
When you have done the necessary work to attract and engage the right applicants, you have a much better chance of hiring the employee you really want. And they will be happier with their decision to come on board leading to a high probability of things working out.