The still wont find the candidates you are looking for.  that you can easily implement. Even or especially if you dont have a marketer for a while. Also read Put the employee first with these employer branding trends for Here are quick wins that will help you lay a solid foundation for your employer branding activities. Do you have this on your radar . Answer your phone Yes its that simple. Too often we hear from candidates that the HR or recruitment department did not respond to an email or telephone call. And that is not useful in a market where there are more jobs than candidates.

 

The HR manager HR employee

Director is of course not available which does not seem very desirable or wise to me. Everyone has Ukraine WhatsApp Database right to a holiday. Sometimes people get sick. And quite a few HR people have a parttime contract. Consider in advance who will take over in such cases. Because answering a recruitment phone call days later is really not smart in our economy. Then the candidate is gone in percent of the cases. Why Simply because another employer makes a great offer within hours. Remember that we operate in a candidate market. If youve found that covet talent dont let it slip away by letting your phone go off for days in an empty room.

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Halve the number of rounds

 

Yes really I get it I get it you want to thoroughly vet a candidate and get to know them. But how many rounds do you really ne for that And how streamlin is the process UK Telegram Number steps can easily be put together. I regularly hear of a candidate going through the exact same round twice. With two different people. Cant you just put the HR manager from round and the director from round together Another example.

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