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 […][ Continue Reading → ]
Archive for the ‘Recruitment Strategies’ Category
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 […][ Continue Reading → ]
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 […][ Continue Reading → ]
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 […][ Continue Reading → ]
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 […][ Continue Reading → ]
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 […][ Continue Reading → ]
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, […][ Continue Reading → ]
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 […][ Continue Reading → ]
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:[ Continue Reading → ]
If youve had trouble hiring the right person for the job, youre 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 its easy to understand why many hiring managers prioritize skills to the exclusion of the candidates other qualities. Another reason is that skills are measurable and more objective, and therefore easier to base an important hiring decision on. Some candidates 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 youve 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.