The below collection of resources and introductory articles will help guide you on your journey in recruiting new employees for your business.
- Chapter 1 – Preparing to Recruit
- Chapter 2 – How to Design a New Job Position
- Chapter 3 – Small Business Hiring Advantages
- Chapter 4 – How to Write a Job Description
- Chapter 5 – Writing a Killer Job Posting
- Chapter 6 – Finding Qualified Job Applicants
- Chapter 7 – Advanced Small Business Recruiting Strategies
- Chapter 8 – How to Quickly Shortlist Job Applicants
- Chapter 9 – How to Interview Job Candidates
- Chapter 10 – List of Job Interview Questions to Ask Applicants
- Chapter 11 – BONUS – How to Onboard New Employees – Orientation Secrets
Finding and Attracting the Right Talent to Your Jobs
Section 1 focused on looking inside your organization to win at recruiting top candidates. This section will focus on looking outside.
To look outside of your organization, you must turn your focus toward job portals, social media, and more. You must look outside of your needs, and toward the needs and motivations of candidates.
In this section, you will be introduced to a number of different processes that all share the common goal of finding and attracting the best talent possible.
Do you want to know how to write an impressive job posting? Or would you like to know how social media fits into recruiting top talent?
You’ll learn about these topics – plus advanced recruiting tactics – in chapters four to six.
Vetting: Selecting and Hiring – How to Spot Real Talent and Weed Out the Bad
Depending on job market conditions, a single job posting could receive hundreds of applicants. That’s both good and bad. It’s good because the higher the number of applicants, the wider the prospective talent pool becomes. It’s bad because a higher number of applicants means more clutter.
A large selection of candidates increases your chances of finding the best fit for your business. With so many candidates, you can stack up their resumes against one another and find the best of the lot. This scenario has significant advantages over a job posting with only a handful of applicants to choose from.
Receiving a large number of candidates requires more effort on your side. Hundreds of job applications necessitates a lot of sorting to find top talent – After all, golden candidates may be buried at the bottom of the pile. As you can imagine, sorting applications takes time. In such situations, it often becomes difficult to see the forest for the trees.
This problem is exactly why we built the Nect recruiting app. Nect automates the manual sorting of candidate applications and makes it easy to collect, sort, and contact your applicants all in one place.
If you are not currently using Nect, don’t worry. We wrote this guide to be helpful regardless of which tools you decide to use.
If you are using the Nect platform, this next section may still help you, but you do not need to read it. Feel free to skip ahead to the interview chapter.
In Chapters 7 through 11, you’ll learn methods and strategies for spotting top talent. Moreover, you might consider hiring virtual assistants from the Philippines. This includes best practices for vetting job applications, selecting candidates, and hiring top-notch talent.
This information has been proudly written by http://nectjobs.com/
To read more about these topics and similar please go too – http://nectjobs.com/recruiting/