Employers may think they hold all the cards when it comes to interviewing job candidates, but they too can do things that will scare off would-be workers.
That may not matter if it’s a low-level position the company is seeking to fill, but if its top talent the company is after, then interviewers have to tread carefully during the interview process.
“Employers scare off candidates probably more often than they realize,” says Crystal Miller, a strategist at Branded Strategies, the recruitment and brand strategy company. “Everything is geared toward what the candidate should and shouldn’t do. Many employers don’t realize it’s an audition for them too.”
The job market may be tight, but when it comes to sought-after skills, companies are increasingly competing for top talent. The worst thing a company wants to do is lose a potentially great employee because of bad behavior on the part of the interviewer. From being unprepared to saying inappropriate things, here’s a look at seven behaviors that will send potential employees running for the hills.
Northrop Grumman and Taco Bell Rank as Best Performing Companies for Social Media Recruiting
The best employers in America for social media recruiting are—Northrop Grumman and Taco Bell—according to a new survey designed to measure the effectiveness of online hiring.
The Social Recruitment Monitor is what global branding agency Maximum Employment Marketing Group used to monitor and measure the effectiveness of global social media recruiting. This first-of-its-kind metric is an online benchmark tool that studies social media recruiting objectively and fact-based.
Today, social media not only affects the majority of our personal lives, but also transforms ways to conduct business.
Now the age-old problem of finding new talent has changed. It is been brought into a new, exciting time through social media recruitment.
Every business, no matter what size, can benefit from social media recruitment.
It is something no business should avoid, especially if they want to appear in touch with today’s changing workplace.
A 2010 study by Jobvite reports 14 percent of companies will not use social media recruitment.
They are not aware of how to start with social media; do not think they have the necessary resources; can’t do it effectively or see it as not worth their time. It could be that they have not seen what social media recruitment can do for them.
Twelve significant benefits social media recruitment can provide your business immediately:
Several tech-forward marketing companies are going where few have gone before: they’re ditching the résumé and the conventional job interview process for tweets. A simple tweet or two — sometimes called Twitterviews — can lead to a job. In a nation where unemployment stands at 7.9%, how you tweet can now determine how employable you are.
On a job search, is it better to be adequate in a range of skills, or a pro in just one?
Creating a strong brand—through well-written resumes—can be an invaluable tool. However, for years we were taught to craft resumes as a generalist, showing the candidate as someone ideal for a broad range of opportunities.
The job market has changed and being a generalist may not be the best way to get a hiring manager’s attention.
Six ways to brand yourself as appropriate for something specific, with a narrow focus on a specific job opening: