Sandrine Di Vita’s Post

Finding The Right Candidate For Your Company Takes More Than Filling A Vacant Position—You Need To Find A Professional Who Offers Value, Fits Your Company Culture, And Contributes To The Growth Of Your Business. Article: https://lnkd.in/dKWfsxPv Tags: #HR #HRHiring #Hiring #Talent #TalentAcquisition #HiringTips #FindAProfessional #Business #SmallBusiness

This is an interesting trend in #jobapplications that definitely would cause problems for #recruitment folk. From the article - "Many rage appliers aren’t ready to switch employers now, but when they are, they might keep your organization in mind." Have you experienced this in your #hiring career? #selectiondiscussion #officeenvironment #employeeengagement #hiringpractice #strengthsdecoder #strengthscoach #strengthscoaching #resumewriting #performancecoach

Looking to get #hired, and fast? Check out these tips for finding success in your job search. #recruitment #employment

Four Easy Ways To Target Talent Outside Of Your Industry Have you ever "validated" your job ad? What I mean is to take your job ad and to gather feedback from those that currently work in that position. Did you miss something? Is something over stated? Our CEO talks about this concept of validating your job ad and a few other helpful tips when looking to attract applicants from another industry. Take a look... #HR #Hiring https://lnkd.in/g5xKxPSU

Recent data from The U.S. Bureau of Labor Statistics continues to show job gains and a low unemployment rate. There is still a place for hybrid and remote jobs in the workplace. Candidates do have options. Make your company the best choice. Here are three recruiting tips for attracting and hiring the best talent for your business. 1. CREATE A GREAT CANDIDATE EXPERIENCE. Create the "WOW" factor for job applicants. Showcase your company's best attributes so well during the recruiting process that it becomes almost impossible for a candidate to say no to your offer!   2. CONSIDER INTERNAL CANDIDATES. Strongly consider internal candidates for your open position. The "perfect" external candidate may not exist. Promoting an internal into an open role does wonders for retention and supports the career development process. 3. STREAMLINE THE PROCESS. Respect the candidate's time during the recruiting process. Avoid interruptions during the interview. Streamline the process. Follow up with candidates no matter the outcome. It will be greatly appreciated. Here at Cisso Bean & Dutch, Human Resources Consulting for all things HR, we'd love to help you make more time for your business. Contact us for a free consultation.  

Have you applied for your own jobs lately? Do you know what exactly you are putting your job seekers through each time someone applies for one of your jobs? Ryan from ApplicantPro suggests every HR going through the application process at their company to understand what it is like from a job seeker's point of view. Start with your job ad and move through the process and take notes on what works and what doesn't. What could you learn from looking at your application process from a job seeker's point of view? #People #HR https://lnkd.in/gJTN--X

According to recent survey, about three-quarters of recruiters say they’ve been ghosted by a candidate, and nearly half (47%) of candidates admit to ghosting potential employers. Are you one of them? 🧐 You can read the full article here: https://lnkd.in/gQe_am7Q #employer #recruiter #hrtips #hiring #candidates

According to recent survey, about three-quarters of recruiters say they’ve been ghosted by a candidate, and nearly half (47%) of candidates admit to ghosting potential employers. Are you one of them? 🧐 You can read the full article here: https://lnkd.in/gQe_am7Q #employer #recruiter #hrtips #hiring #candidates

As an individual navigating a career transition, I wanted to share this insightful article with my fellow job seekers. In today's competitive market, it's crucial to advocate for yourself and target roles that align with your career objectives. The piece highlights red flags to be mindful of during the interview process, equipping candidates with valuable insights. Additionally, it mentions the upcoming shift in the talent market, hinting at increased opportunities for job seekers in the coming months With attrition rates in the United States historically at around 33%, recent years have seen lower turnover numbers. This indicates a significant potential for movement in the talent market, providing candidates with a wider range of choices. Stay informed and proactive in your job search by checking out the article here: https://lnkd.in/egfpPwsZ. #CareerTransition #JobSearch #InterviewTips #TalentMarket #CareerDevelopment

❗ Off-topic for all my HR-friends: In times of need for new talents, your HR portals are rather driving potentials away ! Might be an example, it might represent some truth: I came across 3 different job offers in the last 6 month where I actually thought that my agxpertise might fit, just not full-time, but on an interim / consulting basis. Large corporations, modern website, etc. ✍ Wrote a cover letter, explained my proposal in detail, attached a CV, uploaded everything ! First one: No answer for 2 month, not even a standard "We've received your application..." email. After 2 month, I get a phone call to come in next week. I remind them about the interim solution, HR-person needs to double-check and calls back later that they are searching for a permanent hire - so hasn't even read the cover letter. Second one: Standard answer after 2 weeks, just 2 lines of email, signed "Your XYZ-company HR Team" Third one: "We've received your email." No further communication. Don't get me wrong: I do not mind a rejection ❌ Starting a business, especially in consulting, can be difficult and I have had many conversations which did not lead to a project. Nevertheless, I know how difficult it is to attract employees. An impersonal portal, no response, a standardized email answer sounding like a bot has answered ? This is how you are trying to find that next talent ? I am sure there are better examples out there. I am simply looking for the following: - Having an actual person answering my questions ahead of time would have helped. Don't be scared to put a name and number out there - [email protected] is not what I am looking for. - No response is simply not an option - Value my contribution - I've done all the work of using YOUR system (which is most of the time not really user friendly) to make YOUR life easier. Picture for reference only, not applying or searching 📔