Today’s Minnesota jobs market favors candidates, but finding a job can still be a daunting prospect for many applicants. For ‘first time’ job seekers one of the most difficult aspects of the entire hiring process is salary negotiation.
What Every Recruiter Can Do to Reduce Candidate Flake-Outs
How many times have you gotten word from your client that a top candidate you presented and endorsed has failed to show up for their interview?
A successful job search is all about nailing the interview. But you’ll never have the opportunity to do that if your resume can’t pass the automated screeners – and dazzle the human ones.
The delicate matter of setting and managing client expectations in a competitive industry sector can present a dilemma for even the most experienced recruiters. Achieving the all-important retained or even exclusive assignment can be at times be a feat in itself in markets where candidates are queueing up for vacancies – but what of the industries where the so-called ‘war for talent’ is well and truly raging?
You’re looking for your next career move, and you’ve drawn up a list of target employers. How many of those are small companies that may not have the obvious pull of an instantly recognizable brand like Apple, Google or Microsoft?
Big doesn’t necessarily mean better in career terms. Here we present some of the advantages of working with smaller organizations:
The interviewer asks, point blank, “what is your salary requirement?” And there you are, trying to present yourself as forthright, easy to work with, and clear about what you need. It’s a tricky business, refusing to answer without looking rude, unprepared or both. With thoughtful preparation, a little online homework, and careful scripting, you can navigate your way through these discussions masterfully.
As employers seek to improve the culture fit and success of their new hires, we are seeing a shift away from an emphasis on hard skills in favor of a closer focus on soft skills.
Hard skills are the technical, specific abilities which can be taught. Soft skills, on the other hand, are generally more subjective and elusive, referring to personal and interpersonal qualities and characteristics. The advantage with soft skills is that they give employers a deeper insight into their potential hire.
Below you will find some of the most important soft skills to consider when recruiting for your next vacancy:
Recruiting has evolved significantly in the last decade, and the ways people search for jobs have changed dramatically. Today, most Americans own smartphones and job searches via mobile device are one of the most popular ways to find your next job. In fact, Global job board Indeed estimates that at least half of all job searches are now carried out via mobile devices.
You might be asking yourself: What Job Search Site Is the Best?
Reveal a Job Candidate’s True Capabilities