When SmartRecruiters’ Community Manager Lexie asked me to write about our hiring philosophy at Shoto Consulting Group I quickly replied, “Sure.” What I hadn’t realized is that we never put into words exactly what that philosophy might be. I’m sure lots of you are in the same boat. You might know what you’re looking for on a case–by–case basis, but what are the underlying fundamentals? Rather than getting deeply philosophical, I’ll keep it simple, which is how we tend to do things around here. Read more
“There is no one perfect employer, we’ve never visited a company that has done it all right. They get some of it right, but not all of it.“ Jason Dorsey explained the key is being willing to meet in the middle and accept what every generation has to offer.
In part 2 of our sit down with Jason Dorsey, a best selling author, keynote speaker, television guest, and Chief Strategy Officer, told us he travels the world evaluating workplaces to create more productive offices that respect each generation and are able to capitalize on all of their talents. Read more
Picture this: you’re sitting across the conference table from a potential employee and you’ve got your standard interview questions ready to go. You’ve noticed from their resume that they’ve included some form of experiential travel under their education background. Do you ask them about it? What do you assume about the candidate from their travel experiences? How does it relate to the position you’re trying to fill? Read more
Find the best candidate on earth, and hire that person before someone else does. The end-goal of recruiting is and will always be based around this simple notion. How then, can we stack the cards in our favor to make sure we make the best hire? We need to be able to learn quickly, keep track and make sense of vast amounts of information, and take advantage of the best resources available.
Helping companies streamline their recruiting process and strategy is not a one-size-fits-all endeavor. Read more
As a hiring manager, we need to work beyond just the job description and person specification i.e. this means really identifying and honing in on skills we require for the functions that are being performed now and in the future. For example, when hiring a Project Manger, perfect your context: We need our Project Manager to do x, y and z. We need them to be competent in what they do and deliver error free project delivery, which is quality, risk-free, on time, and within budget. Read more
The National Basketball Association is a league of talentism. The NBA playoffs began this weekend with the shorthanded Chicago Bulls suffering a 17 point defeat – in a game that was never really that close – on the road in Brooklyn, and the favorited Miami Heat working their way to a 23 point victory – in a game that was never really that close – at home against the Bucks. If you watched the latter you probably caught Miami Heat President Pat Riley on camera with enough slicked back hair to go around. But there is only so much talent to go around.
To get that top talent, follow Pat Riley’s Recruiting Lessons: (1) Protect Your People, (2) Be Obsessed, (3) Acquire Disgruntled Top Talent, (4)Demand the Best Result, (5) Farm Data Driven Talent, and (6) Hire People Who Hire People(that deliver far more than their wages). Read more
Jerome Ternynck presented “Hiring on Facebook.” With over a billion people on Facebook, harnessing its power will go a long way toward defining your social recruiting strategy. The six pillars of Hiring on Facebook are:
‘We hire the best.’ ‘We recruit the best.’ ‘Only the best candidates make it through the interview process here.’ These claims and a plethora of similar sentiments have been expressed as long as companies have been recruiting. Have you ever heard anyone say, “We settle for average people”? The reality, however, is that the vast majority of employees at companies are actually by definition, average. This presents many companies with a dilemma when hiring: How do you increase the overall quality of your hires? Read more