hireEZ’s Post

It’s not your imagination: Some roles are tough to staff right now. Learn about labor market trends contributing to employers’ recruitment challenges. A specialized talent solutions firm like Robert Half can help your business get past tough hiring challenges. We have built long-standing relationships with industry professionals, including active job seekers and passive job seekers!

There’s a significant disconnect between the popular appeal of “culture-fit” and the lack of scientific evidence in support of this concept. The reverse, however, namely being part of an organization that seems like a perfect home for your values, interests, and dispositions, surrounded by like-minded colleagues, and being perceived as the ultimate “culture-fit”, is not necessarily a good thing, either for you or your employer. In fact, despite the popular appeal of culture-fit, there’s little scientific evidence for the idea that, when hiring or promoting people, we should mainly consider their proximity to a cultural norm, archetype, or in-group exemplifier. Furthermore, there are logical reasons, as well as plenty of empirical evidence, to avoid evaluating a candidate’s potential culture-fit, unless your intend is to avoid homogeneity, hiring for sameness, or perpetuating the status-quo at the expense of diversity and inclusion, in which case you will probably hire for poor or moderately weak culture fit.

Hiring People Like You Hiring People Like You emphasizes the significance of diverse reactions to expectations in businesses. The blog urges hiring managers to avoid the bias of affecting hiring decisions based on similarities in responses to expectations, highlighting the potential of possible missed talent. Read today's Recruiting Insight: https://lnkd.in/gKPRvFAd

If you hire and promote people who are just as self-centered and bluffers as you, you are not being diverse and inclusive❗️⚠️ There are logical reasons, as well as plenty of empirical evidence, to avoid evaluating a candidate’s potential culture-fit, unless your intend is to avoid homogeneity, hiring for sameness, or perpetuating the status-quo at the expense of diversity and inclusion, in which case you will probably hire for poor or moderately weak culture fit. Some hiring managers focus their attention on prospects who have similar tendencies and screen out those who display differences. By doing so, they may be missing out on some very talented individuals. Rather than focusing on how a person responds to expectations, find out if they have a track record of meeting expectations once they’re agreed upon. Don’t fall into the “I hire people like me” trap. You’re great, but other people are great too.

ATTENTION RECRUITERS AND HIRING MANAGERS: I'm working on an article discussing key challenges we face in our industry today. I’d love to hear your thoughts—what are some of the biggest obstacles you’re encountering?

Ever wonder why top talent slips through the cracks? We've got insight-packed surveys to show where your hiring process might be losing its edge. Dive deep into candidate perspectives, fine-tune your hiring, and watch your team thrive. Ready to transform your recruitment? Share if you're in, or sign up and let's get started! #HireWisely #RecruitmentGameChanger #CandidateFirst

Executive searches are rarely quick and easy. But executive recruiters can help make the process more efficient. Learn more from Robert Half’s DeLynn Senna.

Recruitment can feel like a juggling act 🤹🏼 too many unqualified applicants for some roles, not enough strong candidates for others. If this sounds familiar, it might be time to rethink your approach. To help, we’ve put together 5 practical tips in our latest blog, designed specifically for recruiters and hiring managers at small and medium-sized businesses. Learn how to: - Attract top-tier candidates without getting overwhelmed - Enhance diversity and quality in your talent pool - Streamline your hiring process with the right tools and technology Don’t miss out—get the insights you need to start hiring smarter today! Read the full blog here: https://lnkd.in/gDbKfJav

Skills-based hiring helps organizations increase candidate diversity by tapping into populations with the right skills, but not the right resumes, who were often overlooked in the traditional hiring process.