- Published on 25 Jun 2014
- Kay Vittee
Career advice articles litter the Internet - how to write a cover letter, how to write a CV, how to interview well and how to get the 'dream job'. Most articles repeat the same-old sage advice that quite frankly most career seekers should already know. Some try to get creative with clever intros and themes but most simply skim the surface of what is a really deep and desperate issue. They tiptoe around the truth with euphemisms and politically correct phrases. It's time for some cold hard truth. Here are the five reality checks for recruiters.
- Published on 15 May 2014
- Darryn and Bronwyn van den Berg
Time to interview the potential candidates for the position that you're trying to fill. The question that is on most interviewers' minds at this point is: "How can I be sure that this person is the best fit for our company?" If you have developed a full recruitment gamification strategy, this will be the next step in the process! While 'games' in essence aren't gamification per se, these can form a vital part for your recruitment strategy provided that you design these well and consider gamification psychology and continued flexible growth principles.
- Published on 14 May 2014
- George Honiball
An interview is very similar to a first date. Research says that you take between 3 and ten seconds to make your initial judgement of a candidate. For the rest of the time, you're validating if your impressions are correct or not. It's important to make sure that you know what to look out for during the job interview – especially for your recruitment strategy. It's the only opportunity you have to see how suitable the applicant is for the vacant position. But how do you differentiate between great applicants and mediocre ones?
- Published on 30 Apr 2014
- George Honiball
You've found a candidate who looks good on paper. Well done! This is a major breakthrough at a time when hundreds (even thousands) of people are applying for the same job. It's important to make sure that you know what to look out for during the interview. It's the only opportunity you have to see how suitable the applicant is for the vacant position. But how do you differentiate between great applicants and mediocre ones?
- Published on 13 Mar 2014
- Cheryl-Anne André
'INTERVIEW': A word that has the capability to raise anxiety, fear, doubt and panic in even the most experienced job seekers. Very few candidates make it through an interview without feeling nervous at some point because they know well that their responses in an interview could change their careers. As part of your recruitment strategy, you need to make a candidate less nervous and bring out the best in her by treating the interview like a discussion and not a cross examination. Here are six ways you can do this.