Given the ‘tight’ labour market we are currently experiencing, based upon an increasing number of conversations we are having with Hiring Managers who are seeking to add to their Team(s)/Organisation, I have set out below our thoughts on how to maximize the potential for a successful outcome in your search process.
As in most search processes, the successful applicant (who meets the selection criteria) will come from one of the following three categories.
While individuals covered under Point 1 will typically have a slightly different set of requirements than individuals in Points 2 and 3, everyone, either consciously or unconsciously, is trying to identify WiifM (i.e. What’s in it for Me) when looking at a career move.
NOTE: The number of individuals in Points 1 & 2, with the necessary skills/experience being sought by Hiring Managers, who are interested in taking up a new position is currently much lower than normal (& I will go into this in more detail in an upcoming Blog Post).
As a result, it is essential that you, as a Hiring Manager, identify the key selling factors for the organisation and the vacancy before beginning the search to identify a suitable applicant in order to give yourself the ‘best outcome’ in the search process.
In order to assist you with the identification of the ‘key selling factors’ that may be attributable to your vacancy, I have set-out below the feedback we have received over the years of the selection criteria that individuals consider when moving ‘job’/organisation. (NOTE: The weighting given to each of these reasons will vary on age, stage of career, family status etc.):
In essence, ‘clarity’ is what someone is seeking from a potential employer so that they can assess what is being offered in potentially ‘taking-up’ this position to their own personal requirements (at this point in time). In addition, we have found more and more that individuals want clarity around the Remuneration/Compensation package and the connection in the delivery of the specific quantifiable results required from the position.
To interview is to share your life story in relevant bite-sized pieces. Eli Bohemond tries to ease your concerns by highlighting a few common misconceptions around interviewing.
How do you strategically and effectively prepare for an interview in 2021? With more and more interviews moving to phone and video in 2021, you need to be ready to make a powerful (virtual) first impression.
Your résumé needs to get through the applicant tracking system and then get selected by the recruiter or HR person doing the initial screening. When your résumé finally makes into someone’s hands, it typically gets just a 15 second glance according Human Resources and hiring managers. 15 Seconds! You have got to garner their interest fast or you are sunk.
It can be hard to know how to make your resume stand out. Start by accepting that it’s going to take some time and effort. Don’t try to sit down and knock it out in an hour – you’re carefully crafting a marketing document.
The days of sending a generic CV are out. You need to be able to stand out and make the connection that lands an interview.
It's no secret that job interviews can be daunting. The process can often make you feel on display, but interviews can be difficult for everyone – even for the interviewer themselves. The key thing to remember? Interviewers want to meet the real you. So even though you might feel pressure to perform, try to be yourself as much as possible – and try to demonstrate why you’d be a genuinely great fit for the company. Below are some more tips that will help you highlight your unique personality and get the interview off to a great start: