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
Thursday 29th of June - 10:15am GMT London A candidate's technical skills, their aptitude and personality make it possible to anticipate their ability to succeed. In the long term, it is really their motivation that determines their commitment to your company. How do you evaluate their motivation effectively, beyond a normal interview process? How do you distinguish dynamic motivation from protective motivation? How do
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?
When hiring a new employee, it is, obviously, to meet a need that we encounter here and now. Whether it’s software development, marketing, or business development, all companies are confronted with challenges that they must face immediately. However, all recruiters know that the key to a really successful recruitment involves selecting people capable of evolving to meet the challenges that
AssessFirst, a major provider of predictive recruitment solutions, is launching DRIVE, a tool capable of accurately assessing the compatibility between a candidate and an organisational culture. This new solution not only answers the question of "Is this the right candidate?" but also "Is this person likely to thrive and engage with my company?" AssessFirst is continuing to lend its support
Who (realistically) practises predictive recruitment in 2014? If I told you that after asking an applicant just a few questions you could know, with 90% certainty, whether (or not) to recruit them, would you take the time to listen to me? Let’s talk about predictive recruitment, starting with the decryption of this expression that turns traditional practice upside down. Actually, this is pure
Companies have always competed with one another to recruit the most effective salespeople in their field. That's why they outdo each other in offering benefits and lucrative bonuses; but if you look beneath the surface, you'll find that the situation is about the same almost everywhere. In the end, what really matters to them is to recruit the kind of