Do you need to recruit new talent?

Are you looking to recruit some of the fabulous new talent that will be entering the job market in the form of University graduates and college leavers?  If the answer is yes, then make sure you have got your basics in order, or here’s how it could all go wrong!

Hiring a new employee is pretty straight forward; but only if it is handled correctly. Many employers however can get it so wrong, which as we know is unproductive for any working environment.

A recent survey has shown that the No.1 reason for it all going so wrong is “not managing the candidate experience”.  This may sound a little fluffy if you do not work in HR or Recruitment, but it basically comes down to communication.  It is important to keep in constant contact with the candidate, providing them with quality information and feedback and remembering that honesty is the best policy. Providing a poor candidate experience can have many negative consequences including damaging comments about your company and lack of faith in the overall brand.

Other reasons the recruitment process can fail are:

  1. Expecting dull job descriptions to attract the right people – This is your chance to sell the position and entice the highest calibre of staff, if you waste this opportunity they will be looking to work for your competitors.
  2. Not taking advantage of employee referrals – a referral means they are pre-screened.  The best companies place nearly 50% of staff through referrals.
  3. Not fully understanding the actual job – If you don’t understand about the job you want them to do, how can you sell it to them or even know if they are capable of performing it?
  4. Using the same recruiting process for different level jobs – High level jobs require a different level of service, knowledge and relationship building. If you want the best out there, they definitely want to be treated that way too.
  5. Making slow hiring decisions – The best candidates are gone quickly, and will probably have more than one offer on the table, you simply can’t afford to hang around.
  6. Assuming interviews are accurate – Interviews are traditionally weak predictors, so poorly executed or generic interviews that do not challenge the candidate, will result in poor hires and put off the right people.
  7. Just using job boards – Only posting jobs on an advertising site means that 75% of the workforce that are not ‘actively’ looking will NOT see them. Make sure that your jobs can be found on various sites.
  8. Not prioritising jobs – Make sure if you are looking for more than one employee that you get the right person first, there is no point getting an assistant if you don’t have the manager.
  9. Not identifying job acceptance criteria – Do you know what the perfect candidates needs to accept the job? If you don’t, they won’t join you.

One last thought… With so many people getting it wrong, why don’t you let HR Revolution get it right for you.  First time.

 

If you would like to discuss any HR issues, please give HR Revolution a call we’d love to help, call us on +44 203 538 5311 or email: info@hrrevolution.co.uk

HR Revolution – www.hrrevolution.co.uk

25 of the funniest CV excerpts… and they are real!!

Ok, so it’s not the first time we have blogged about CV’s and usually it is about what to and what not to do to make it stand out!  Well having stumbled across this article online, there are clearly many people who haven’t read them!!!

Below are 25 of the funniest faux pas’ that have appeared on “real” peoples CV’s, spelling mistakes the lot!  This is not a joke, these people are out there and they want to work with you!

HOBBIES – “Horse rideing, like going pub when haven’t got my kids.looking after kids and doing stuff with them when they anit at school.”

ACHIEVEMENTS – “Being sober”

ABOUT ME – “My favourite colour is Toupe, cos it rhymes with Dope”

REASON FOR LEAVING – “It was hard work”

PERSONAL PROFILE – “I be no stranger to double-entry. I loves numbers, and my wife and I loves journals and ledgers! Can also do tricky sums when I puts my mind to it. Computor litrate.”

PERSONAL PROFILE – “I do have convictions (drug offences) which are spent some 30 years ago for when I was 16-18 and have a caution for 4 years ago for criminal damage”

KEY SKILLS – “Perfectionist with a keen I for details.”

EMPLOYMENT HISTORY –  “Whilst working in this role, I had intercourse with a variety of people”

KEY SKILLS: “I would like to assure you that I am a hardly working person.”

HOBBIES –  “enjoy cooking Chinese and Italians”

JOB HISTORY – “Career break in 1999 to renovate my horse”

SKILLS – “Speak English and Spinach.”

SKILLS – “I have technical skills that will simply take your breath away.”

SKILLS – “I can type without looking at thekeyboard.”

JOB HISTORY – “Left last four jobs only because the managers were completely unreasonable”

SKILLS – “I am a rabid typist”

COVERING LETTER – “I am extremely loyal to my current employer….Feel free to ring my office if you are interested in my CV”

EDUCATION – “I am about to enrol on a Business and Finance Degree with the Open University. I feel that this qualification will prove detrimental to me for future success.”

HOBBIES: “donating blood – 12 litres so far.”

KEY ACHIEVEMENTS – “Oversight of entire department.”

KEY SKILLS – “I have extensive experience with foreign accents.”

QUALIFICATIONS – “Here are my qualifications for you to overlook.”

COVER LETTER – “Please disregard the attached CV; it’s totally outdated”

KEY SKILLS – “Am a perfectionist and rarely if if ever forget details.”

HOBBIES – “painting my toenails in varying colours”

Please, please do not be like these people.  If you need help to create a ‘stand-out’ CV, why not download our CV template pack and get noticed for the right reason!