We're going to now look at howe we can ace an interview on the day. From our previous article which can be found: HERE Be 5-10 minutes early. Not too long as it can put the interviewer on the spot to respond and they may have had things they wanted to address before meeting with you. It should go without saying, but we’ll cover it just in case; don’t be late! [...]
Once you've the required traction from your applications, you'll start to line-up interviews to meet with prospective employers, and perhaps recruiters’ prior. This series is going to look at how to prepare for each scenario, and how to ensure you make and leave the right impression. We've broken this series into its obvious segments; Preparation Execution, and Follow-up. In this first post, we are going to examine how best to prepare for your first [...]
Enterprise organisations hire very differently to your start-up. And so they should. After decades of experience, they have a well-defined and articulated understanding of their EVP, who their ideal employee is, and how to assess them for the best possible chance of meeting success. You, despite your best intentions, do not. Yet. Fortunately, you can stand on the shoulders of proverbial giants and use their evaluation techniques to short-cut your learning process if you are [...]
It’s exceptionally common to meet the founders of a start-up and all of them have a C-level title, assumedly designating their area of expertise. In this post, we aim to explore if this the best way to divide tasks and assign responsibility, and build the future for your company. In an established organisation there are established divisions, teams, systems, and processes that all require oversight and governance, and presumably they have gone through maturation and [...]
People are starting to become more aware of the differences between 'Talent Acquisition' relative to 'recruitment' so of course, the industry had to muddy the waters once more. Introducing ‘Talent Attraction’ as the new kid on the block. Let's define things so we all have common footing just in case; Recruitment, typically in the form of external agencies, supply specific candidates against an open requirement in a peg/hole process. In recent years this has been brought [...]
Further Steps in On Boarding In our last post we looked at the foundational elements of a successful on boarding program – what to do before you’ve even met the person you want to hire. The second touchpoint is the interview process. Walking through the reason for this role, the expected day-to-day as granularly as possible, and getting the candidate to talk through their view of a 30/60/90 plan (at second or final stage) [...]
On Boarding Starts Before You Start Despite the abundant evidence to the contrary, On Boarding is not about getting a semi-viral share of a new desk adorned with company swag and a nice new Macbook positioned perfectly like an alloy supermodel... It’s become quite prevalent in the last year or two on LinkedIn, seeing desks neatly arranged with company swag and the obligatory insta-filter photo demonstrating just how valued employees are to this brave [...]
Probably… Considering people are labelled the primary asset of every organisation and by the overwhelming majority of leaders (just look at any company mission statement...zzz), it's amazing that the role of identifying, engaging, and securing future-performers is pushed on to relatively inexperienced staff, be they middle managers - or more likely with SMB’s - already over-stretched HR Managers. HR is not recruitment. That's why Talent Acquisition or Internal Recruitment functions are built inside each and every [...]