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Archive for the ‘Recruitment Strategies’ Category

August 28th, 2014

How to Get Your Job Ads More Attention on Job Boards

How to Get Your Job Ads More Attention on Job Boards

Choosing where to advertise your jobs is important, but no matter how many page views a job site gets, if your job posts are not engaging, they will not attract the best talent. At BCjobs.ca we see a constant influx of new job ads, we see what works, and what doesn’t. So we thought we […]

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July 29th, 2014

Expert Interview with Ryan St. Germaine

Expert Interview with Ryan St. Germaine

There’s no question that online job boards have the upper hand over now-prehistoric-seeming print classified ads, but that doesn’t mean site owners get to sit back and enjoy the view from the top of the employment advertising ladder. Perpetually shifting technology presents site operators with huge challenges. “User experience is so important, but the factors […]

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July 17th, 2014

3 Key Factors to Consider When Choosing a Job Board

3 Key Factors to Consider When Choosing a Job Board

Job boards are an important part of the recruitment process.  This is not just because job boards are one of the first places most people go when they are looking for work, but because the right job boards also make your job ads more searchable, increase the amount of views your posts receive, and help […]

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July 10th, 2014

The Psychology of Hiring Top Talent

The Psychology of Hiring Top Talent

Candidate psychology is a deciding factor in your ability to hire top talent.  A basic understanding of recruitment psychology can help you determine what drives the candidates you want to hire, whether your do actually want to hire them, and if so, what will make them want to work for you. Here of a few […]

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May 15th, 2014

3 Qualities of Excellent Candidates

3 Qualities of Excellent Candidates

Great companies are built on great people. Your people will dictate your organization’s productivity, innovation, engagement, culture, and overall success. Attracting, recruiting, and hiring quality candidates is an essential part any thriving business which is a huge factor in why we have this little thing called a war for talent. There are lots of ways […]

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May 1st, 2014

How to Write More Effective Job Posts

How to Write More Effective Job Posts

Job ads are ads. Sure, it’s important that they describe your open position, but it’s even more important that they sell potential candidates on your jobs and your company. Just like any effective form of advertising your job ads must be targeted, informative, and enticing. Think about it like this: a great salesman wouldn’t try […]

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April 3rd, 2014

How to Actively Search for the Best Candidates

How to Actively Search for the Best Candidates

When it comes to employees, bad apples do spoil the whole bunch. Team members who lack the skills to do their job well, or the social graces to get along with others: make more work for everyone else by forcing their peers to pick up their slack, are a huge drain on their superiors’ time, […]

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March 27th, 2014

Recruiters, Sourcers… Headhunters? Oh My!

Recruiters, Sourcers... Headhunters? Oh My!

HR is a profession of many hats. How many hats any individual HR person has to wear is dependent upon the size, structure, and whims of the organization that employs them. This is not so unique to human resources, and can be both a blessing and a curse. What is a little more unique to […]

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March 20th, 2012

Gen Y: Are They Who You Think They Are?

Gen Y: Are They Who You Think They Are?

Would you hire someone from Gen Y (someone born after 1980) if you had the option to hire someone older? Is your preference about experience or preconceptions? Here are some generalizations about the generations that came before:

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February 7th, 2012

Break Free from Hiring on Skill and Firing on Fit

Break Free from Hiring on Skill and Firing on Fit

If you’ve had trouble hiring the right person for the job, you’re not alone. The best recruiting firms in the world know the cycle. They call it “hiring on skill, firing on fit”.
Why do we so often hire the wrong person for the job?
Obviously any candidate is going to need the necessary skills to do the job, so it’s easy to understand why many hiring managers prioritize skills to the exclusion of the candidate’s other qualities. Another reason is that skills are measurable and more objective, and therefore easier to base an important hiring decision on. Some candidate’s skills include selling themselves very effectively — and they end up an imperfect fit. One final reason hiring managers hire on skill even when they know the fit is less than ideal is that their staffing needs are urgent or their applicant response has been less than stellar. But if you’ve experienced hiring someone who looked great on paper and fit poorly in your organization, you know this practice is costing you money and resources. Here are some ways to break free from the cycle.

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