JOBS: Getting the best talent is quite simple
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By Dr. Oluwatoyin Asojo
Matching top-talent with the jobs often seems daunting. Often automated screening algorithms eliminate the best candidates by filtering random search terms or descriptors.
A simple solution to this filter is having questionnaires or application forms containing key terms or descriptors. A recruiter without experience or training in the technical area may not send the best talent. Not all positions require the same “soft skills”.
To get the best talent, screening interviews should be conducted by folks with competencies or at least an understanding of the job requirements and expectations. Recruiters who eliminate candidates because they are “over qualified”, “older” or “will not fit” despite meeting the job requirements are perpetuating discriminatory practices that hurt all stake holders.
So if you are only seeing a pool of subpar candidates, you need to reexamine your recruiting and search processes.
There is tremendous talent out there with the creativity to enhance your organization. In order to capture this talent, dissect your search/recruitment processes to identify gaps that are present and close these gaps.
Also you need to give recruiters adequate tools to identify top-talent by clearly articulating what your needs are, why the skills are needed and how the talent improve your organization. Prioritizing skills and competencies, and setting clear boundaries also helps empower the recruiters to direct the talent needed to meet your organizations’ objectives.
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