Nobul Resourcing Solutions’ Post

The IT industry is constantly evolving, so it's important to hire IT staff who are up-to-date on the latest technologies and trends. Here are 10 tips for hiring the best IT staff for your company: Start by defining your needs. What specific skills and experience do you need in your IT staff? Once you know what you're looking for, you can start to narrow down your search. Write a clear and concise job description. Your job description should be detailed enough to attract qualified candidates, but not so detailed that it discourages them from applying. Use the right channels to reach your target candidates. There are a variety of channels you can use to reach IT candidates, such as online job boards, social media, and networking events. Screen candidates carefully. Take the time to thoroughly screen each candidate, including reviewing their resume, conducting interviews, and checking references. Test your candidates' skills. This is a great way to see how well they can apply their skills to real-world problems. Consider the candidate's personality and fit for your company culture. It's important to hire IT staff who are a good fit for your company culture. Make an offer that's competitive. In today's competitive job market, you need to make an offer that's competitive in order to attract top talent. Onboard your new hires properly. This will help them get up to speed quickly and start contributing to your team. Provide ongoing training and development. This will help your IT staff stay up-to-date on the latest technologies and trends. Create a positive work environment. This will help your IT staff stay motivated and productive. #ITstaffing #IThiring #ITrecruiting #Cubexit

The application is to secure the interview, NOT the job. As someone who’s spent 10yrs in fashion retail recruitment, 4yrs in tech and executive recruitment, AND am on the candidate side, the biggest issue is the communication piece along with the ineffective networking from the recruitment side. As a recruiter, you typically are the point person to the requisition. There are some candidates that you develop a short bond with (it happens) and there are some that are qualified but there could be some…shortcomings with that candidate (usually a projection which can be cleared with a second round interview by someone else). You also have candidates that really take you out of a great mood and can tank your whole day - just as there are candidates that can give you a lift for that entire day. The communication is key. Did the candidate get moved forward? Why (not)? What feedback can you deliver? Almost every candidate will respect your rejection because it is an answer. The networking is the driver to effectively developing, maintaining and managing a pipeline. Recruiters will go cold on talent in their network that they’ve had the pleasure of interviewing and will NOT bump them to an adjacent req OR tab them for the next available opportunity. A vast majority will not even suggest them for roles or introduce them to recruiters who own other reqs that they feel the candidate could possibly be a better fit for. The application process is to secure the interview, NOT the job. The frustration after getting the interview is well warranted from candidates who are looking to partner instead of being a number in the application pile.

Keeping the Human in Human Resources and not just the Robot of Resume Reviews as it relates to Transferable Skills and qualified candidates. Just recently in helping clients with resumes as I looked at the Job Postings to work on their resumes, it was a reminder of how important it is to still recognize and consider Transferable Skills. Yes, candidates need to have some experience in the industry they apply for; but sometimes for those of us who do or have done anything related to Staffing, HR, Career Coaching, Resume Writing, and Hiring; may be overlooking or missing great candidates due to Key Word Scans or not having held Specific Titles in other organizations. Many candidates have performed very similar duties in previous positions and it can equate to more than enough experience the Titles or Classifications are just different. Sometimes even more Transferable Skills exist than some individuals with a degree. I know many employers are saying there aren't necessarily candidates to choose from; but I've been doing resumes for a long time and many people at least coming to me not only have great skills, but they are doing all they can to try and improve their skills and taking steps to apply for opportunities.

🚫 Addressing Job Ghosting and Unethical Recruitment Practices A Call for Change in Recruitment: For the past three months, my journey through the job market has highlighted a disturbing trend: JOB GHOSTING. Many of us invest significant time and energy into researching companies, tailoring applications, and preparing for interviews, only to be met with complete silence. This lack of communication is not just frustrating but deeply disheartening. We don't expect a detailed analysis of our applications or personalized rejection letters. What we do deserve is the basic courtesy of an acknowledgment of our efforts and a clear notification if we're not moving forward. A simple response can make a huge difference in respecting our time and dedication. Furthermore, I’ve encountered unethical practices by some recruitment agencies that take advantage of eager job seekers, especially fresh graduates. These agencies often demand fees for training and promise job placements, exploiting our desire to launch our careers. Such practices not only damage trust but also exploit those already navigating a challenging job market. To companies and recruiters: Please, end job ghosting. Adopt transparent communication practices that recognize the efforts candidates put into their applications. To fellow job seekers: Stay alert to unethical consultancies. Do your research and be cautious of agencies that demand money for job placement services. It's time for a change. Let's create a more humane, respectful, and ethical hiring process for everyone. #StopGhosting #EthicalRecruitment #CandidateRespect #TransparentHiring

Are you being overlooked for vacancies that your CV matches perfectly? Maybe you're making the same mistake as me. When I started my career in the 1990s, I was told that recruitment was simply matching the skills and experience on candidates’ CVs to job specifications. Before long, I discovered that it wasn’t that simple. Despite finding great, well-matched candidates, they were often overlooked for jobs I thought they were perfect for. Recruitment is a demanding, sales-driven industry. I wasn’t hitting my targets and thought I wouldn’t make the grade. Out of desperation, I invested in an expensive training programme by Anthony Byrne, a top American trainer of “big billing recruitment consultants”. He taught me that successful recruitment wasn’t about “matching specs” but offering solutions to business problems and opportunities to the right type of person.  I diligently followed Tony’s steps in the placement process and became a big-biller myself, placing thousands of people into jobs. Today, I show senior managers and executives how to discover well-matched roles that are often unadvertised, offer employers a solution to their business problems and help them land offers for jobs they truly desire. Are you ready to navigate your job search with confidence? Let's talk and explore how I can help you achieve your professional goals.

Dear recruiters, I wanted to share a thought on the hiring process. Often when screening candidates, there can be a strong focus on requiring direct experience in the exact role listed. However, some of the best hires may come from those with transferable skills from adjacent fields. The right candidate with the ability to learn quickly can pick up new domain knowledge with the right training. Rather than automatically filtering out applicants without the precise background, consider those who demonstrate core competencies, aptitude and eagerness to learn. Past experience does not always guarantee future performance. An open mind to evaluate candidates based on their full range of talents can surface hidden gems. The interview process is key - allow time for candidates to showcase their capabilities beyond what is simply listed on a resume. Soft skills like communication, critical thinking and collaboration are just as crucial as technical qualifications. Widening the funnel to allow for transferable skills can build a stronger, more diverse team. I encourage keeping an open perspective on what experience matters most. Evaluating candidates in a holistic way can lead to finding the perfect fit for your organization. Let me know if you would like to discuss further! #hrcommunity #recruitment

Welcome to our comprehensive guide on the hiring and recruitment process🌟, a crucial journey every company undertakes to find the perfect candidate🎯. #HiringProcess #RecruitmentJourney Step 1: Identifying the Vacancy Step one begins with identifying the vacancy within our team🕵️♂️. It's not just about filling a position; it's about understanding the need that drives this vacancy 🔍. #JobVacancy #TeamBuilding Creating Job Descriptions Next, we craft detailed job descriptions (JDs) 📄. These JDs are the first handshake with potential candidates, outlining the roles, responsibilities, and the unique opportunities we offer✍️. #JobDescription #TalentAcquisition Step 2: Posting on Platforms "In step two, we take our search to where the talent is 🌍. We post these opportunities on various candidate sourcing platforms like #linkedin , #indeed , Rozee.pk, and more 📲. It's about casting a wide yet strategic net to attract diverse and qualified applicants. #JobPosting #CareerOpportunities Step 3: Resume Collection As resumes start pouring in, our excitement builds. Each resume is a story, a potential new chapter in our company's growth. #ResumeCollection #CandidateStories Step 4: Screening for Top Talent The third and one of the most critical steps is screening. Here, we meticulously review each application to identify the top talented candidates who not only have the right skills but also align with our company's vision and culture. #TalentScreening #CultureFit Our hiring process is more than just finding the right fit; it's about building a team that grows together 🌱. Stay tuned as we delve deeper into each of these steps in our upcoming videos 🎥. #TeamGrowth #RecruitmentSuccess #hr

What do you think? "Stop hiring the resume, start hiring the attitude”! To me this statement encapsulates a fundamental shift in the approach to hiring and building teams within organisations. It emphasises the importance of prioritising qualities such as attitude, mindset, and cultural fit over solely relying on qualifications and experience listed on a candidate's resume, and an approach I have always fostered. In today's rapidly changing and dynamic business landscape, the traditional criteria for hiring based solely on technical skills and past experience are no longer sufficient to ensure a company's long-term success. While qualifications and experience certainly have their place, they represent only a portion of what makes an employee truly valuable to an organisation. Attitude encompasses a range of intangible qualities that define a candidate's approach to work, problem-solving, teamwork, and personal growth. When you prioritise hiring for attitude, you're considering traits such as: Adaptability and Flexibility, Resilience, Collaboration and Teamwork, Initiative and Drive, Problem-Solving Skills, Cultural Alignment, Customer-Centric Approach, Continuous Learning, and more. By focusing on attitude during the hiring process, organisations can create a workforce that is not only skilled and experienced but also adaptable, resilient, and aligned with the company's values and goals. This approach supports innovation, fosters a positive work environment, and ultimately contributes to the organisation's ability to navigate challenges and seize opportunities in a rapidly changing world. While the resume provides insight into a candidate's background, skills, and accomplishments, it is the right attitude that enables employees to thrive, grow, and make lasting contributions within the organisation. #growthmindset #crossfunctionalteams

Ignoring candidate experience is a costly mistake. In the competitive world of recruitment, candidate experience matters. It's not just about filling a vacancy. It's about attracting and retaining the best talent. When you ignore candidate experience, you risk damaging your brand's reputation. Candidates talk. If they have a bad experience, they'll tell others. This can deter potential applicants and reduce the quality of your talent pool. Ignoring candidate experience can also lead to higher recruitment costs. If candidates have a negative experience, they're less likely to accept a job offer. This means you'll have to spend more time and resources on recruitment. Finally, ignoring candidate experience can impact your bottom line. High employee turnover can be expensive. When you provide a positive candidate experience, you're more likely to retain employees. This can save you money in the long run. In conclusion, ignoring candidate experience is a risk you can't afford to take. It's not just about filling a vacancy. It's about building a strong employer brand and attracting the best talent. So don't make the mistake of ignoring candidate experience. It could be your biggest recruitment mistake. #ConstructionJobs #NowHiring #BuildYourCareer #JobOpportunity #ConstructionIndustry #Recruitment #ConstructionManagement #SkilledLabor #JobSeekers #WorkInConstruction