Not every talent acquisition expense is set in stone. Certain costs, like salary requirements and benefits, almost have a minimum buy-in due to the competitive nature of the talent market. Other expenses relating to the actual hiring process allow for more wiggle room, if business leaders know which processes to streamline and where the average cost per hire can be cut down. There are several ways to lower the average cost per hire in a market where compensation shows little sign of slowing. Continue reading
In recent years, there has been a noticeable struggle to fill direct hire IT positions. As the market experiences a polar shift, the demand for qualified IT professionals has increased beyond the talent supply. Fierce competition has arisen from that talent scarcity and has split most employers into one of two groups: those who move fast but overlook cultural fit and those who linger on culture without filling positions.
The problem is that both tactics are counterproductive. Filling job openings with incompatible employees leads to high conflict and employee turnover. Waiting for almost mythic, idealized candidates leads to a large loss in productivity and revenue. Yet there are ways to quickly identify a direct hire’s cultural fit without wasting time. Best of all, most of it can be done during the interview. Continue reading
According to a research study done by TheLadders.com, it takes a recruiter six seconds to review your resume and decide if you are a fit for their job or not. Yes, you read that right. Not six minutes, six seconds.
You know that having a resume that effectively showcases your skills and abilities is important. However, it can be easy to add your most recent job to the top of the document, click save and hope for the best. It’s important to revisit your resume every so often to maintain that it is in its most efficient form for landing you your next job.
Let this blog be the motivation you need to go over your resume and make sure you make these seven critical updates: Continue reading
Java developer; network engineer; oracle DBA – impressive buzz words that convey the technical aspects of a job, but nothing more than this can certainly leave much to the imagination. According to businessdictionary.com, a job specification is a statement of employee characteristics and qualifications that are required for satisfactory performance of defined duties and tasks comprising a specific job or function. An effective job spec should convey not only the technical aspects of the position, but provide an overview of the performance and expectations required from the contractor. But what if the job spec isn’t more than just a few buzz words? How can a candidate learn to read between the lines in a short job description to determine if it’s the right position? Continue reading
Finding the balance between being a technical guru and how to effectively communicate with peers.
A recruiter can usually make the distinction between the more technical candidate and the one who posses more advanced and polished oral communication skills. It’s a rare find when a candidate presents with a good combination of both, so recruiting professionals (when they have the right foundation) learn to determine what’s more important to the client– the technical skills or communication skills? The answer is, of course, it depends.
The spectrum of open IT positions is abundant with variable requisites that necessitate both skills equally. The hard-core technical engineer is an extremely valuable asset that is difficult to substitute. There is no amount of polished communication skill that can be replaced for the high-end expertise this type of individual brings to the table. Only through diligent education and extensive experience can the technical guru be born, and this individual continues to be one of the most sought-after candidates in today’s competitive market. Continue reading