The recruitment process can be fraught with dangers, and if carried out poorly has the potential to cost a business more than just money. The two main risk areas of recruitment are hiring a candidate who is unsuitable for the available position, and, perhaps more alarming, facing the prospect of a claim from an unhappy candidate who feel they were treated poorly or discriminated against. Unfortunately as the jobs market continues to thrive the potential for these risks are only set to rise. With many industries across the UK clambering to obtain only the very best talent candidates may be more inclined to ‘tweak’ their CV in order to stand out, putting businesses in a precarious position.
Struggling to reach your candidate quota? The issue may lie in your job listing. Crafting the perfect job advert is not easy, you need to have a clear understanding of your target audience in order to engage with them, and in a highly competitive market where the number of vacant positions far outweighs the number of talented candidates, it’s a dog eat dog world out there for recruiters.
Every business has a responsibility to make their recruitment process a positive experience as possible for candidates. However, for whatever reason a number of companies are falling short of candidate expectation and as a result are struggling to maintain a healthy candidate pipeline. At Superlative Recruitment we want every business to be on top of their game when it comes to recruiting, which is why we have shared our top 4 tips on how to rock at recruitment.
I’m sure it will come as no surprise when I say candidates aren’t always completely truthful when it comes to sharing their skills and experience. Whilst they may deem exaggerating certain skills on their CV as a small white lie, for businesses these fibs can often cost them dearly further down the line. Hiring someone who lacks the necessary skills and experience means that businesses pay the price of having to get their new hires up to speed, and often suffer at the hands of a drop in efficiently and productivity. So the big question is, how can businesses spot when a candidate is playing fast and loose with the truth?
Have you ever met a candidate and known instantly whether or not they would be a good fit for your company? Many seasoned recruiters and hiring managers believe that the majority of candidates fall into 7 personality types, and through years of experience are able to assess which type a person is from the first interview. This skill is highly valuable as it allows businesses to drastically cut staff turnover times by only hiring people they are confident will go the distance with in their organisation. By understanding these 7 candidate types, what makes them tick and their motivation, you too could benefit from a more effective hiring process. Take a look at our breakdown of the 7 candidate types below.