A Brainstorming Quarterly Meeting Session (Q-2) - An amalgamation of passion and focused thoughts to help the Hiring Managers and Recruiters Hit a Bull’s Eye and achieve the best of talents. #Passion and #Enthusiasm Overloaded……
Are you struggling to identify SAP talent when you need it? Whether it’s for hiring the right people, whether it’s for SAP project or your internal full-time SAP staff, it is a hassle for nearly everyone in the SAP space. Whether it be a data center expert, network infrastructure expert, security specialist or SAP database administration expert, when hiring SAP professionals, you need to make fast hiring decisions and on board quickly. iMocha, a leader of online assessment test, has come up with a guide on how to assess the essential skills in SAP consultant, and the interview questions to ask in during personal interviews. Read on to know how you can evaluate the candidates for their skills quickly and easily.
Great infographics have wanderlust, they beg to travel and be consumed; that’s why you can find them all over the web.
In today's fast-moving technological era, sourcing is like treasure hunting and if you are relying on only one or two channels or resume databases, especially those being used by everyone else will definitely put you in an extremely competitive situation right from the start. Everyone who's planning to hire .NET developers would understand the fact that it isn't just a matter of going through resumes. The recruitment person, just like with software engineers of other disciplines, should know exactly what to search for and ensure that they will become actually valuable to the team's overall success. To learn How to Screen and Hire .NET Developers, visit our quick guide here. Considering this very fact, I have listed some of the most efficient, unconventional, and less exploited places to source talented .net candidates.
High turnover rates and poor employee performance both start with a weak talent acquisition process and can have an overwhelming effect on the company as a whole. Talent acquisition is a complicated but important process that goes beyond merely recruiting. It does not just look at open positions but it takes a look at the talent pool available assessing each individual for how they can help the company as a whole both now and in the future. Whether you are an employer, a hiring manager, or a recruiter, please read this article and take into consideration what aspects of your talent acquisition strategy need reinventing. You do not want to delay and should implement these techniques as soon as possible in order to keep a competitive edge.
If you’re new to the world of social media recruitment, you might have heard about and know a little bit about social recruiting and the benefits that it can bring. Social recruiting is something worth exploring, especially since 79% of job seekers are likely to use social media in their job search as per hiring statistics published by glassdoor 2016. Read these 9 tips that can improve your social hiring efforts, help you diversify and provide you with a solid talent pipeline.
You probably already know that pre-employment tests are important to filter through the pool of job applicants to find the best candidates, but what you might not know is if you don’t choose the type your pre-employment tests carefully, they are going to do more harm than good. The wrong choice of tests will lead to wrong choice of pre-employment assessment software and it might waste your organization’s money and you may end up turning out the right candidates.
Recruiting millennials to your company can bring enthusiasm, youthful insights, and an awesome energy level and ability to interact with people and with technology to your enterprise. However, recruiting Millennials comes with its own tricks of the trade. Millennials were brought up with technology, and their familiarity and ease with the online world is one of the greatest strengths that they can bring to the bargaining table and the conference room. When Millennials connect with a company they are linked in and online all the way from the starting point. This strong interest in technology can and should be used by the savvy company in the hiring process. Note, however, that while millennials run on the grid, they are also interested in training, advancement, feedback, and life/work balance. So in order to nab a youthful, energetic and talented employee for your company. Interview Mocha, online skill assessment software has put together a list of top 7 mistakes that must be avoided to get great results:
We can’t take ‘Human’ out of “Human Resource” but the technology can surely reduce the efforts and time involved in the recruitment process. Technology is rapidly impacting every aspect of business, allowing companies to automate a lot of different process, including the recruitment process. Most of the companies are keeping up with this technology and are highly successful in finding the top talent. These companies don't just glance at the candidate’s resume and then hire whoever looks good, but instead use four automated practices to find top talent. iMocha, an online assessment software platform, has come up with 3 Recruitment Automation Best Practices you must follow-
With 1.5 billion users, Facebook is still by far the most popular social media network, and as a result is becoming an increasingly popular tool for employers. But how do you sift through the rough to find the diamonds? Here are the top 6 hacks to ensure your hiring success on Facebook:
Lots and lots of companies use Pre-Employment skill testing to ease their pre-hire screening process and to take the guesswork out of hiring. Companies are able to save a lot of time, cost, and effort in employment screening. But in the age where technology is evolving at a fast pace, there is no reason why skill-testing should stay behind. This is exactly the reason why iMocha introduces “Pre-Employment Skill Testing 2.0”