What is it to recruit someone these days? What are companies looking for from prospective candidates? Experience? A good CV? Someone who’s stayed in a company for a long time or someone who’s worked in various different environments? What answers are they looking from a prospective interview? What knowledge will they gain from asking set questions which often suggest stock
Faced with the digital transformation, not all companies are playing on equal terms….Those who do make a successful transition have the ability to attract and retain very specific profiles… Grow your business by recruiting the right people Who are the high potential candidates? Why are they more suited than others to “Digital Culture”? How to identify them in the pre-selection phase?
Whether you’re on one side or the other of the barrier (the one who wants to “climb” OR the one who “gives good pointers”, it’s crucial to understand that natural performance is not the only criteria that commands (which should command…) the fact that a person will climb the ladder in the workplace. Today, many studies in psychology have highlighted
It’s the end of hand-sorting CVs. From the identification of rare gems to evaluation methods and candidate management, the digital revolution has shaken up recruiters’ habits – all while multiplying their efficiency. She’s barely put the black headset on when the hubbub of the recruiting fair fades away. Mathilde, engineering student, thought she was at the Thales stand. Suddenly she’s transported
There is pandemonium in recruitment! Methods are diversifying and technologies are redesigning the process outline. To the point of forgetting a resume and interview for hiring? Not sure. To find their future department head in Lille, Lidl reserved “Atelier des Chefs”, a place where they can propose cooking courses. Far from presenting themselves, the candidates had to realise, by group,
While the predictive approach allows recruitment professionals to radically improve the effectiveness of their selection processes, it nevertheless needs to be applied in a very rigorous way. Here are the 7 commandments that you should follow closely to ensure the successful implementation of your predictive recruitment projects. #1 Define your objectives Do you want to recruit better performing workers? More committed ones?
You’ve heard of obsolete skills? Without a doubt
Everyone is hearing more and more about predictive recruitment. This new type of recruitment is allowing businesses everywhere to anticipate the capabilities of their candidates and their team members so that they can maximize their efficiency on the job. At AssessFirst, we have a firm belief that the combination of Big Data and human resources is not a new wave
For nearly a year, the themes of the “digital transformation of HR” and of “predictive recruitment” are everywhere: article, conferences, workshop