-
Vacancy Announcement from Sunrise Bank Limited
Sunrise Bank Limited is a fast growing “A” Class Commercial Bank with diversification to various areas of functions and with rapid branch expansion target across the nation aims to increase the pace of quality growth. In this process t ...
Read More -
Vacancy notice from CDS and Clearing Limited, a wholly owned subsidiary company of Nepal Stock Exchange
CDS and Clearing Limited, a company established under the company act is a company promoted by Nepal Stock Exchange Limited (NEPSE) in 2010 to provide centralized depository, clearing and settlement services in Nepal. The main objective of the com ...
Read More -
Vacancy announcement from Civil Capital Market
Vacancy Announcement
Read More
Chief Executive Officer (CEO)
Civil Capital Market Limited (CCML), Head Office, Civil Trade Center Sundhara, Kathmandu, requests for expression (EOI) for the position of Chief Executive Officer (CEO)
CCML, ... -
Vacancy Announcement from Global IME Bank
Bank Overview
Read More
Global IME Bank Ltd. (GIBL) emerged after successful merger of Global Bank Ltd (an “A” class commercial bank), IME Financial Institution (a “C” class finance company) and Lord Buddha Finance Ltd. (a &ldqu ... -
Vacancy notice from Lumbini Bikas Bank Limited
Vacancy Announcement
Read More
Lumbini Bikas Bank Limited, a leading national level development bank invites application from highly motivated, dynamic and result oriented Nepalese Citizen for the follow ...
- ... Read More
-
I’ve spent almost 10 years interviewing thousands of candidates and developed a blue print for NAILING your next interview, follow these steps and you will dramatically increase your chances.
1. Know the position you are applying for ...
Read More -
Use these tips to write an effective resume that meets the employer's needs and gets you an interview.
Heading
- Type your name at the top in caps with large, bold type. Include your address, phone ...
-
Ever wondered why a Brit applies with a CV and an American with a resume? And why does an Aussie apply with both? There are a few differences between the two types of application documents and this article will straighten out your queries as well ...
Read More -
Wouldn’t it be great to know what answers the hiring manager is looking for? We asked, and they delivered.
By- Isabel Thottam
Being a mind reader would come in handy during the interview and make the whole getting-a-job thing ...
Read More
By Richard Prime
Co-CEO - Sonovate
Candidate control is about having a firm handle on the recruitment process as a whole. With the market leaning fully in favour of candidates, recruiters need to be offering the best candidate experience to rise above the competition.
Here are some quick wins that can help towards guiding candidates in their journey.
1. Show them why they should use you
In a candidate driven market where recruiters are vying for deals, what elevates you above the rest? Establish who you are, how you work and most importantly, what you will do for them. Draw out some timescales and always act on your promises. Remember that good reference points will breed further business.
2. Know your candidate not just their skillset
Knowing a candidate’s skillset and whether they are technically capable to fill a role is not enough, it’s only touching the surface. Recruiters need to properly qualify a candidate and know if location will be an issue, If any personal or professional reasons might conflict with the role and if the pay is enough.
It’s simply a way of recruiting with your eyes open, it’s a lot easier to find what a candidate is looking for once you know what they want from life and what drives them forward. Discovering your candidate’s motivations is all about knowing the right questions to ask to get the answers you need.
3. Communication is key
In order to nurture your relationships and develop them it is essential to maintain communication with your candidates during the recruitment process. Keep a continued presence in your network and update your candidates on suitable roles. Step out from behind your phone and actually go meet your candidates.
4. Manners are free
It should be a given that the cordial recruiter that treats their candidates with respect will get better results than the recruiter that doesn’t.
5. Never assume
Try to narrow the margin of chance so that you are in control of what’s going on and not recruiting with your fingers crossed. As the old adage goes, “assuming makes an ass out of you and me”.
6. Prep your candidate
Before interviews give your candidate a call and ensure they’re fully prepared. Not only will they appreciate this but it will also give you an insight of their interest for a role and also reflect better on you with your clients, as every candidate is essentially an extension of your agency.
7. Give feedback
Provide feedback regardless of if they were successful or not. While a candidate may not be suitable for this position it doesn’t mean they won’t be for the next.
8. Always be closing
The trial close, the close and the re-close to name a few. With every point of contact recruiters should be building to a close, a deal is made long before a candidate formally signs.
9. Time kills deals
It’s a valuable commodity so don’t waste your candidate’s time. If a candidate is stalling when making a decision the opportunity will move on. Make sure a candidate’s cards are on the table and you know why they might be delaying.
10. Ensure a good candidate experience
Reputation is a free and effective marketing tool, but can work both in your favour and against you. A poor candidate experience could hamper future business, while a satisfied candidate will give you a free recommendation. Remember that today’s candidate could also be tomorrow’s client.
Back To List