Recruitment | Page 64 (747 items)

"One size doesn't fit all when it comes to Indigenous recruitment", so any strategy in this space needs to be very flexible, says Indigenous recruitment advisor at Qantas, Jason Timor.

Education, and ongoing re-education, of hiring managers is vital if an internal sourcing team is to be successful, says Deloitte's national recruitment and sourcing leader, Tanyth Lloyd Brown.

Very few job candidates "cheat" during pre-employment testing, but when they do it is most likely on psychometric tests, suggesting employers could do a better job of explaining them, says psychologist Prue Laurence.

Recruitment videos on YouTube are "the gift that keeps on giving" when it comes to engaging potential employees and building your employer brand, says the US-based director of sourcing and social strategy at Bernard Hodes Group, Jim Stroud.

All the effort that goes into setting up talent pools can be wasted if, when trying to engage potential candidates, a company promises things it can't deliver, says employer branding specialist Kara McLeod.

Understanding how to interpret signs of deceit in employees - or prospective employees - can be valuable knowledge for HR professionals, says researcher and criminologist Dr David Craig.

Employers should carefully vet the people who interact with candidates during the recruitment process, because the wrong personalities or attitudes toward the organisation can turn off potential hires, says recruitment executive James Nicholson.

Here's the thing: Social media, and the effect it might have on your brand, your connectivity, your business performance, your quality of hire, is so intangible, so ethereal, that it would be like trying to catch the wind. The thing is to just do it...

Employers are increasingly building in-house sourcing functions to facilitate more proactive and strategic recruitment, says US-based sourcing expert, Glen Cathey.

Employers seeking to fill critical leadership gaps must avoid taking applicants at face value, and "push harder" to obtain solid evidence of claimed competencies, says leadership consultant Gerry Davis.