HR bez tajemnic | HR bez maski | HR without secrets | HR with no mask
Kiedy pył opadnie i rekrutacja zacznie się od nowa, wszyscy będziemy musieli stawić czoła tym samym wyzwaniom. Brakiem talentów na rynku (niż demograficzny), niskim zaangażowaniem kandydata, wzmocnionym przez utracone zaufanie. Owszem wzrośnie bezrobocie, jednak czy to wystarczający motywator dla potencjalnego kandydata?
Who expectes what on the job market? How to understand age groups of Baby Boomers, X, Y and Z?
Everyone has experienced that moment where it is impossible to control our emotions, effectively paralyzing our natural (normal) behaviors. That’s why we should learn how to control our behaviors. Why?
„Liars can act out body language only for a short time”. Although we have the least control over our gestures, as vast majority of them are unconscious, that means that we need to keep the most attention on them. Verbal communication has to be coherent with your body language. These behaviors determine our credibility in the eyes of the recruiter and the employer.
Każdego człowieka spotyka moment, który uniemożliwia opanowanie emocji. Uniemożliwia, lub skutecznie paraliżuje nasze naturalne (normalne) zachowania. Właśnie w tych sytuacjach powinniśmy nauczyć się panować nad swoimi zachowaniami. Dlaczego?
Candidate experience it's not just a phrase. The positive experiences coming from the recruitment process are the best reward for the recruiter’s hard work. Additionally, there is no better way to get free employer branding than as a result of positive feedback from a candidate. NO FEEDBACK = NO CANDIDATE! Check what are the benefits for the company in relation to a proper feedback process?
Warto zwrócić uwagę, jak wielką role feedback pełni także dla organizacji i jakie benefity mógłby czerpać pracodawca oraz rekruterzy. BRAK FEEDBACKU = BRAK KANDYDATA.
What can be more frustrating, the phone rings after you have sent your resume, but the journey to securing your dream jobs ends after the first or second interview with the employer. Maybe you get to the final stage to be beaten to the post by another candidate. “It is hard to fail, but it is worse never to have tried to succeed.”
Uczucie frustracji, kiedy po wysłaniu CV, dzwoni telefon, ale dążenie do wymarzonej pracy kończy się po pierwszym, drugim spotkaniu z pracodawcą. Albo na ostatniej prostej przegrywamy z kontr-kandydatem. „(Od)padłeś, powstań… popraw koronę i zasuwaj”!
Today I would like to talk about the first steps every candidate needs to take. Resume (also known as a CV) preparation is a primary topic which candidates have a problem with. I am sure that the battle-hardened candidates amongst you, have read many ‘How to guides’ on Internet, maybe you have used one of the many websites that promises to create you the best resume/CV on the market or you are someone who just puts something together without any guidance. Of course, I am not saying every candidate is incapable of putting together a good resume/CV, however after many years in recruitment, I can still spot the usual mistakes, proving that there is still room for improvement and support on this subject.
Blog na WordPress.com. Autor motywu: Anders Noren.
Sposoby Na Zasoby | Beclose to resource 