
If you’re involved in hiring, it’s critical that you act on this startling revelation: “Experience doesn’t predict a new hire’s success.”
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If you’re involved in hiring, it’s critical that you act on this startling revelation: “Experience doesn’t predict a new hire’s success.”
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The cover letter is antiquated, and it needs to be discouraged.It reduces applications and its content can result in mis-hires. Yes, overall the traditional cover letter is a dinosaur that is well on its way to extinction. But if you want to improve the hiring process, understand the reasons why you need to discourage them upfront. The harm that cover letters can create can be categorized into three areas: discouraging applications, opportunities for mis-hiring, and wasting a recruiter’s time.
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A fast and simple way to improve both your speed and quality of hire is to use LinkedIn profiles for your initial candidate screening. They are superior at this first assessment stage because they are more likely to be updated, accurate, and their uniform format makes side-by-side comparisons easier. By relying on LinkedIn profiles, you can begin your prospect screening faster and you are much less likely to make a screening error. Many firms are making the shift, but if you haven’t yet. Here are the top five reasons why these profiles are superior to resumes for your initial screening pass.
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It’s *gasp* nearly 2020. The year in which we were all destined to be working freelance.
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There is a lot of talk about the way AI will influence hiring. There is a lot of discussion if it should, since there is great risk. And we’ve seen some of the risk, like with Amazon’s algorithm that simply downgraded female achievements.
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Quickening the pace of hiring remains a hot topic. Rightly so. The time it takes to fill a job grows year after year.
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To debate whether one-page resumes are more effective than two-page resumes feels a lot like mysteriously waking up in 1995. Thanks to the Internet, most professional profiles are viewed on websites like LinkedIn, making the actual length mostly irrelevant. Automated sourcing tools make length even less important.
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I recently interviewed Monster CEO Scott Gutz and chief product officer Chris Cho for my podcast. We discussed a variety of topics, but here the five things that stood out the most, in no particular order:
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