Categories
Talent acquisition

Performance profiles over job descriptions

I hate reading job descriptions because most suck. And I hated writing one even more because they failed to give a clear picture of what the job will be like for the candidate. Although, I must say, 99% of all job descriptions have an obsessive focus on the ideal candidate they would like to get […]

Categories
Personal growth Random Thoughts Talent acquisition

Having the experience doesn’t mean you’re entitled

I’m in the middle of yet another recruitment campaign. As with all the ones I’ve administered, this one too has its stories to be shared. The latest of which is an interaction with an experienced candidate who’s applying for an independent contractor position. I went through his profile and writer’s portfolio. Was quite impressed by […]

Categories
Human Resources Talent acquisition

About those reference checks

How many times in your career have you been asked to provide references? Or be one for someone? My guess is plenty. Enough for you to take this seriously. Particularly, if you’re the employer/recruiter. I, however, question the veracity of a reference check. Nobody seems to be giving anything but glowing references. Even if they […]

Categories
Human Resources Talent acquisition

It’s not about the talent pool but your research

While I do think ‘value creation’ is slowly becoming a throw-away word, clarifying or conveying the value proposition is still a matter of perspective. You can draft up the most compelling values statement for your clients to see and still may not be able to move the needle. The decision makers don’t give a hoot […]

Categories
Coaching Personal growth Random Thoughts Talent acquisition

The survival mindset

One of the major reasons why people (kids and adults alike) quit Brazilian JuJutsu (BJJ) has got nothing to do with their conflicting schedules as they claim. It’s the teaching methodology. Period. I know that first hand having been part of two different (yet so similar) schools of thoughts. When I signed up for my […]

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Human Resources Talent acquisition

Using scorecards to recruit talent

Possibly the most useful document that the management can refer to time and again. If, and that’s a big “if,” managers learn to use it well. While thousands of organisations across the world follow Drucker’s “what gets measured, gets done” advice, most don’t quite get it right. For starters, they don’t even measure that damn […]

Categories
Business Human Resources Random Thoughts Talent acquisition

Just because it says “easy apply” doesn’t mean you have to

One thing that I absolutely hate about Job Boards and LinkedIn is that they’ve made the candidate’s application process damn simpler! If you’re confused, let me clarify — it’s simpler for the candidate but a living hell for a recruiter who’s determined (or desperate) to find the right candidate for the role in question. Sure, […]

Categories
Random Thoughts Talent acquisition

Go beyond the resume, always

Hiring is possibly one of the most difficult and riskiest discipline in any organization. Don’t believe me? Check with your human resources manager or the recruiter-par-excellence who’re going bald over the perfect hires that they won’t ever find. And even if they do, the candidates are either going to quit within the next three months […]

Categories
Business Talent acquisition

The real reason why recruiters don’t ever call back

You thought you rocked the interview. The recruiter whom you’ve been in touch with for the past 6 weeks even confirmed that everyone ‘liked’ you and think that you’re a great fit for the profile! That was 3 weeks back and you haven’t heard anything yet. You’ve sent the recruiter an email and called her […]

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Uncategorized

Sell them on values not perks

Wrapped up a long-drawn candidate selection project for one of my major clients. Quite pleased (albeit temporarily) with the effort because deep down I know the incumbent is a great fit to the organizational culture and mission. How do I know? Well, there’s a reason why selecting a candidate is a lengthy process — both […]