How to Make the Right Impression Recruiting
First of Five Recruiting Basics All Organizations Need to Understand – Working Smarter in Todays War for Talent
Who likes being sold to? Not many people like the feeling of being pressured to make a decision. It is no different when contacting candidates in the job market. Some are “passive” job seekers and are somewhat testing the current job market. When contacting a candidate, take the time, and truly get to know this person’s background, interests, and talents. Far too often, recruiters jump right into a job description, and are giving compensation ranges within 5 minutes of the first phone call. Candidates can sense that it is not about them as soon as that occurs, but about a job getting filled, and that the recruiter is not really vested in the candidates’ career decisions.
Is your organization tracking data points such as “length of engagement” of a candidate before an offer is made? It is a prime metric that needs to be tracked, as it will reveal the quality of the long-term pipeline the recruiting team is building.
Releasing the Hidden Value of Your Operating Assets
When the majority of maintenance work orders are reactive or corrective rather than preventive or predictive―or they are behind schedule or not completed at all―reliability, uptime and profits suffer. The bottom line is that reactive and deferred maintenance are bad for business.