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Recruitment Reckonings :: Employers

Candidate Skills – Are you just rolling the dice?

Organisations that don’t conduct candidate assessments before employing staff, run the risk of having under-skilled staff that jeopardise productivity.

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Is your organisation experiencing a tight candidate market?

It can be frustrating not to mention time consuming when the recruitment process does not deliver quality applicants quick time!

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Recruiting but time poor?

So many employers approach a recruitment project without a lot of planning or forethought. The repercussions of a poor hiring decision can be detrimental…

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Skills Testing Increases Recruitment Accuracy

Skills Testing Increases Recruitment Accuracy Companies that don’t rely on effective hard and soft skill testing before employing staff, run the risk of having under-skilled staff that jeopardise productivity levels and can end up costing the company time and money in training, staff turnover and re-employment. Through my many years of recruitment, I have seen […]

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No need for high fees in recruitment

  Cheryl McCormack, Director & Principal Recruiter argues that there is no justification for charging high fees especially considering that as the salary package rises the ratio gets more out of kilter. The tasks involved in sourcing talent have evolved into a trickier landscape involving effective key words in advertising, SEO across platforms and an […]

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Working with Children Check (WWCC) – Why do I need one?

So you’ve decided to apply for a job working around children? Great! You’ve obviously decided that it’s a fun, engaging and rewarding way to work.  Just be aware there are a few protocols you will need to undergo so you can enter the interview process well prepared and ready to work in this industry. One […]

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Job Adverts: Yawn vs Wow!

Now that you have sorted out the behavioural characteristics evident in your high performers and have stripped your Job Description of all the Foggy Language nailing that “spot on” vernacular, you are ready to design a cracking advert – one that will hook the talent you are seeking, well that is the aim anyway! So […]

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Designing Powerful Job Interview Questions (Part 2)

We left off in our last discussion around the understanding that strategically designed interview questions can elicit different responses assisting the interviewer in separating probable high performers from middle and low. In ‘Designing Powerful Job Candidate Interview Questions (Part 1) we reviewed research carried out by Mark Murphy (2012) Leadership IQ, where it was found […]

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Designing Powerful Job Interview Questions (Part 1)

So now that we have looked at the questions to keep away from when planning to interview your screened candidates now let’s look at those that need to be covered if you are to successfully decipher low from high performers. Low performers and high performers react quite differently to certain situations and yet very much […]

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Interview Questions – Don’t Ask These!!

If you have been following this series of blogs by now you will have developed a list of the behavioral characteristics ‘Characteristics of High Performers’ evident in your high performers, worked on reflecting this in your Job Description remembering to remove any ‘Foggy Language’ followed by designing advertising that will catch the eye of the […]

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