Before we hop in, let us introduce ourselves. The content you find here is written by our expert team of Recruiting professionals and Dionne (who’s not a Recruiter, but the Marketing & Communications Strategist responsible for getting you here. She’s alright. I mean, you’re here, aren’t you?)
President
Recruiting Manager
Recruiter & Business Development Representative
marketing & communications strategist
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.
Between bots, AI-written resumes, and the sea of auto-apply options available on hiring websites, you’ve gotta’ know what to put on your resume to stand out.
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.
So let’s look at the practical uses of it. We use behavioral data to not only select the best candidate for our client but also to ensure that it is the best employer for the candidate.
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.
If you’re one of the 26% of companies that, according to a Linkedin study in 2018, doesn’t use structured interviews then read on. And if you’re one of the other 74% that do, give yourself a pat on the back. Oh, and read on so I can feel good about myself writing this.
In this previous blog post I looked at why you need to have an effective onboarding program in place. In a nutshell, it minimizes the risk of needing to talk to me and that can’t be a bad thing.
We see it all the time, the new employee starts and they’re caught between the agency that has held their hand throughout the final stages of the process and the new employer who barely knows their contact co-ordinates.
COVID-19 hasn’t been good for business for Gateway. Recruiting activity has of course plummeted and so I decided to start a networking group for leaders in industry so that they could get some advice and insights on their job search.
With the world almost brought to a standstill due to the Covid-19 pandemic, many companies, including New Orleans executive search firm, are opting to work remotely.
Is your current job not satisfying anymore and you need a change to feel alive again? There are many situations that can cause you to leave your job. If this is your case, then it is time to start looking for a job that can fulfill your expectations. You need to start a New Orleans executive search even if you are still at your current job but you should be careful and have a low profile to avoid alerting your employer or co-workers. Here are some steps that you can follow to achieve your goal and find a new job.
Change is not something that excites people, especially when it is abrupt and significant. It is a disorienting act that negatively impacts the lives of staff in an organization. Nevertheless, change may sometimes be necessary for an organization if it has to maintain its relevance in an industry that is experiencing drastic change. That is why we have firms like New Orleans executive search firms to help an organization that finds itself in such a situation.
As anybody who has ever read one of my blogs, looked at the Gateway website or done business with Gateway will know, the secret sauce
It’s a match made in heaven and it seemed so appropriate to tell everybody today of all days. Wait, let’s back up a bit. I’m
The job interview isn’t going anywhere. Rightly so, it remains the centrepiece of the recruiting exercise but you’ll notice that I didn’t say the “traditional”
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