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
There’s a term that IT recruiters use to describe the otherworldly technical talent needed to fit the extravagant job descriptions some companies create: purple squirrel. These candidates have the exact background, skills and education that fit a position’s many complex requirements. And in reality, these fantastical animals don’t exist and neither do those 100% flawless dream candidates.
However, there are ways to convince employers you are the best answer to their mythic purple squirrel and get them to ask for you by name.
Are your hiring tactics up to snuff? The signs of trouble are often subtle, but the effects are hard-hitting. That is why we recommend you use the following situations as an advance warning that your hiring process is in jeopardy. Otherwise, you risk a loss of revenue, productivity, and your reputation once the damage has already been done.
What matters most when hiring a new employee for your company? Past experience? Future actions? Logical thought processes? Quick thinking? An ability to withstand pressure? Odds are good you have a mixed criteria. With that being the case, why would you stick to the constraints of one type of interview?
Let’s be realistic: no single interview style surpasses the rest. And it’s likely your company has different candidate expectations than your competitors. Interviewing in a way that’s contrary to your needs and ignores what’s a cultural fit draws out the interview process.
Since candidates in the current market are being scooped up like Black Friday doorbusters, each interview needs to quickly assess a candidate’s critical qualities without getting bogged down in nitpicky deliberation. That often requires a more hybrid interview approach. Here’s what different types of interviews reveal about your prospects and how you can mix them together. 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