Are you using social media to screen candidates for your latest job vacancy, or even before inviting them in for an interview?
One of the biggest challenges that your business faces is the challenge of finding qualified employees to fill your company needs. This challenge can be compounded when looking for individuals to fill temporary staffing needs. There are considerable costs that are incurred in connection with this. Using a temp staffing agency can help to reduce these costs.
A recent and very extensive survey by Universum, the employer branding firm, (reported in Forbes) surveyed 1,200 of the world’s leading employers to find out exactly what personal qualities today’s big businesses are looking for in candidates. They were asking employers what they were looking for and equally what they were failing to find; so, this survey is a great up-to-the -minute snapshot of what qualities candidates must exhibit to raise the eyebrows of employers and make it through the sift and interview process. So, what were these elusive qualities?
Everyone isn’t as truthful as they always want to be – and resumes are one of the most common places for lies to show up. This infographic (source) shows some of the most common things that job seekers lie about or otherwise misrepresent on their resume or CV.
- 46% of resumes submitted by job applicants contain some form of false information – with 70% of college students saying they would lie on their resume in order to get a job.
- 27% of applicants give false references on a resume, whereas 40% give inflated salary claims.
- 21% of applicants state fraudulent degrees on resumes.
- 74% of respondents said they had never lied on a resume (are they lying?) – but 13% said they hadn’t but would consider it.
Originally published by: Laurence Hebberd
In order to clarify your intentions, goals, and objectives when it comes to employee recruiting and retention in 2013, ask yourself these questions:
In December, hiring activity will be stronger in services than in manufacturing compared with a year ago, according to the Society for Human Resource Management’s (SHRM) Leading Indicators of National Employment (LINE) survey for December 2012.
As we all know times are changing and the recruitment and candidate market place is changing with it. Candidates no longer submit hand-written, hard copy resumes; they don’t always interview face-to-face. No-one expects a job for life these days; candidates have a wealth of job search information resources available to them on the Internet and they can apply for jobs at the click of a button.
These changes to the recruiting and job seeking landscape are beginning to filter through to the resume short-listing process, which must adapt to suit the modern marketplace. For example, where once a candidate who changed jobs twice in a decade might have seemed unstable, in the modern age this might be the norm and could even constitute a long tenure. So, I thought it would be a good time to take stock five of the key resume red flags and update them to ensure they are in line with the modern age.