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When it comes to creating a job posting for one of the online job boards, there’s plenty of options. However, some can be surprisingly expensive and with few extra frills, compared to free job advertising sites.
Recruiting staff can be expensive and time-consuming, but getting the best match for the role and the company can mean all the difference when it comes to the success of the business. Which is why it can be immensely helpful to tailor your approach depending on the type of candidate you’re recruiting.
Boolean Search is a type of search that allows users to combine keywords with ‘modifiers’ or ‘operators’ to limit, widen or define results. There are three main modifiers: ‘AND’, ‘OR’ and ‘NOT’. Brackets, quotation marks and asterisks are other tools used when performing a Boolean Search. All are used in combination with primary keywords in order to fine-tune a search for quicker, more accurate results.
The interviewing process is almost complete, and you’ve narrowed it down to the last couple of candidates. If you’re lucky you may have a clear winner, however, it’s just as likely that you have a tough decision on your hands with two or even more candidates making the grade.
The question is how do you make that final selection?
Recruiting the best candidate for the job can be a demanding process, but even when you do find the perfect candidate, that’s doesn’t necessarily mean they’re going to sign on the dotted line. Getting to that point means putting together the right job offer in a timely manner, because there’s a lot that can happen between the final interview and the job offer.
Interviewing isn’t easy. It takes skills, experience and real people skills. If you’re a recruiter or work in HR, then these are attributes you should possess, but there are legal considerations to take into account too, which is where non-recruitment personnel, or small business owners who don’t hire regularly, sometimes get it wrong.
Traditional, ‘structured’ interviews have been the mainstay of the interview process for a long time. But what other types of interview formats can a hirer use? And are reports of the demise of the standard interview accurate? We’d argue no – what has changed dramatically is the process that leads to the traditional interview scenario. Nevertheless, whatever the process, it has led to having a pool of a few likely candidates. What should the next step be?
The structured interview
It’s common for recruiters to talk about the size of their database of CVs or candidates. But behind the figures, how relevant is this measurement? Not at lot, we’d argue!
The problem is that these impressive figures, often in the hundreds of thousands, represent a total number of candidates over time. With a long-standing jobs board these figures could well include candidates from 2, 5, even 10 years ago. How relevant would your CV be from 5 years ago?
Recruiting, motivating and retaining an effective team is vitally important for most businesses. But, as recruitment specialists know, that isn’t always an easy task. There are many factors to consider when you are asked to help hire a team of people. You need to devote time and effort to getting it right.
In practice, hiring a strong, effective team for a company comes down to several key factors: