What happens when your number one job candidate turns down your best offer? Here’s what happens: you’re suddenly breaking all speed records to reach back out to Finalists Two and Three (and maybe Four). But if they were so great, they may no longer be available. And if they’re no longer interested, you’re starting all over again, re-working your network for the same job. The repeat calls, emails, postings, conversations and negotiations cost you time, money and credibility.
Try to schedule job interviews on a Tuesday, Wednesday, or Thursday, between the hours of 9:30 AM - 11:30 AM or 2:00 PM - 4:00 PM.
Our recommendations for choosing the best time to schedule an interview are both based on our own observations and on solid research. In fact we've written on this topic before in our article "Is There Really A Best Time To Schedule An Interview?".
And Why Eliminating Them Might Be Even Worse
A few years ago, a number of large, highly respected employers, including Cargill, Microsoft, and The Gap made headlines when they decided to do away with their annual employee performance reviews and ratings. Since then, a growing number of organizations have followed suit.
Overcome Candidate Objections Before They’re Raised
After an extensive search and a round of interviews, your client agrees with you: you’ve found the perfect candidate and it’s time to write that offer. You’d be celebrating right now…
5 Ghost Busting Tricks to Eliminate No-Shows
You’re under pressure. After sorting through a small stack of fair-to-excellent resumes and sitting through hours of (mostly lackluster) interviews, you’re beginning to wonder if, in this ever tightening job market, the right candidate will ever come along.
Finding qualified, available IT candidates in today’s competitive Minnesota jobs market is a challenge facing many employers but is it your company’s attitude towards hiring that’s impacting your ability to source talent?
According to recent research, around 60% of hiring managers have caught applicants lying on their resumes. During the recession, numbers rose as competition became for jobs became so fierce yet it still continues today. The impact of hiring a candidate who has deliberately misled the hiring manager on their resume can be destructive.
As an entrepreneur running a small-but-growing business, your hiring decisions are some of the most critical – and risky – decisions you will make. Every organization, regardless of size, is impacted by every new hire. But the smaller your company, the bigger the impact. Indeed, a study conducted by Guident Financial and LendingClub found that for small business owners especially, employee recruiting and retention is a challenge in a strong labor market.
So how can you make sure you’re bringing in the right person, every time?
As employers seek to improve the cultural richness and success of their organization, they turn to new hires to bring new skills and fresh perspectives to teams. In terms of hiring practices, 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 that 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 of 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:
