Choose the right candidate every time with this simple hiring hack
Let’s play a game: You’ve got 3 candidates lined up, all with the same qualifications—experience, skills, and salary expectations. You think, “Great! Any one of them will do.” But here’s the catch: you’re about to make a huge mistake. Drumroll…..
6 minutes to create more productive teams
Anybody who has ever hired anybody knows the basic of good and bad hiring practices.
Bad:
“I’d like to get her in for that 9th interview that we mentioned”
“I worry that the other people on his team won’t be able to pronounce his name”
“I’ve been recruiting for years, I can spot the right fit 2 minutes into an interview”
Struggling to keep the top talent? It’s not you. It’s not them either.
It’s your hiring process.
Your ATS
The problem with your ATS is that you either use it or you don’t.
Great, that’s insightful isn’t it?
Here to help.
You don’t use it.
I joke that the ATS is where candidates go to die. Many more seasoned agency recruiters know this in the literal sense.
“Hi, my name is Gareth, Bob sent his resume to us a few years ago and I was hoping to talk to hi about a role”. “I’m sorry, Bob died 4 years ago”. Cue pregnant pause…..
What do you think? DEI or MEI, what works best for you?
Walmart is, I think, the latest major corporation to roll back Diversity, Equity and inclusion initiatives. Many think this is largely a reflection of a shift to the right in the political landscape.
Other companies to either be thought leaders or crumple under the pressure of public pressure are Harley Davidson, Lowes, Ford motor Company and John Deere.
Behavioral questions to assess soft skills
I was reading this article on LinkedIn about soft skills and some excellent questions to ask to do a deep dive on assessing soft skills and then I started reflecting.
First off, what are soft skills?
Making unconscious bias conscious as a foundation to diversity, equity and inclusion.
Resistance to change is well documented in organizational development. There are a number of reasons listed below and some thoughts on how to overcome them and encourage people to face up to their biases and make that unconscious bias more conscious.
Hiring to win! Why behavioral profiling helps.
Using behavioral science to help you close the gap between where you are and where you want to be isn’t just smart – it’s almost part of your job description – so use the tops in this blog to stand out from the pack. You can hire smarter, faster, and better for every role you touch – and it starts with behavioral science.
Why are behavioral profiles important in employee selection?
Here at Gateway we use behavioral profiles to complement the skills and experience selection criteria that have been in place since Moses was a little boy. It’s not the resume that you’re looking to show up for work but the whole person so it’s a good idea to understand WHO that person is.
Getting an edge in the video interview – employers would do well to pay attention as well.
So just in case you haven’t heard, there’s this pandemic thing going around and that has, to a very large extent, altered the way that we recruit and select candidates.
The Great Resignation can be your Great Retention
We’ve seen the term getting thrown about quite a bit lately, The Great Resignation, but in fairness it’s not just record numbers of resignations but a bit of a perfect storm of increased resignations, layoffs at the beginning of the pandemic and increased rehiring at the moment.
