You’ve advertised a job vacancy. It’s a great role and your business is clearly alluring for job seekers; the advert has attracted a significant amount of applications. Now you need to identify which of those applicants you want to progress and interview. When choosing the best candidates to interview, the first port of call is to review their CVs. But when your vacancy has received lots of attention, this can become a mammoth task.
When the time comes to leave your job, it can be tricky to put into words exactly why you feel that way. Even more difficult still is putting those words into a concise and professional resignation letter...
You’ve identified that a new hire is needed; an accurate job description has already been carefully crafted. Now you need to attract some attention to the vacancy - but do you know how to write a job advert that will boost your hiring?
In a tough hiring climate, it is important that your recruitment process is as good as it can possibly be if you are going to hire the most talented people.
People love to talk about when they’ve had a good experience. They love - even more - talking about bad experiences.
The easiest way to lose out on top talent, is a drawn out recruitment process that extends far longer than the market average. If your recruitment process takes longer than 40 days in fact, you are on track to hit a new record for “longest hiring process worldwide”.
So, you’ve identified that your organisation requires an additional set of skills to help with a specific project, to facilitate growth or to solve a problem - none of your existing team members have the capacity to upskill or to take on additional tasks. In short, you need to hire a new employee, but you don’t have the internal resources to facilitate this crucial talent acquisition process.
In a competitive talent market, companies are unsurprisingly reticent to part with staff - especially if they are an integral part of the team. This leads to a) three month notice periods and b) “buy backs” becoming increasingly common.