Neil Lasher’s Post

The hiring process isn't just about evaluating potential employees – it's also about how they're evaluating you and your company. It's vital that businesses present an attractive front during recruitment to attract top talent. After all, today’s candidates do not focus solely on job responsibilities and salary. They want to know about your company culture, opportunities for personal development, and the kind of work-life balance you offer. Your recruitment strategy should reflect this. #recruitment #humaresources #talentacquisition #companyculture

As recruiters, we often meet with candidates’ frustration when the recruitment process extends, and we don’t even know how many rounds the company plans to do. 🤷♀️ Recently, we’ve seen this recruitment process description and it’s perfect! ✨The candidate knows what they are getting into and what to expect, therefore their frustration is lowered. ⤵️ #recruitment #employee #employer #recruiterlife

Hiring is often a long and extensive process for both employees and organizations. Internal recruitment simplifies this process by allowing organizations to tap into an existing talent pool brimming with potential. By creating an opportunity for employees to fully realize this potential, both parties benefit significantly. For organizations, quality output is often guaranteed when they hire a proven culture-fit with a demonstrated commitment to excellence. For employees, unlocking new opportunities suited to their specific skill set within the same organization brings greater job satisfaction and increases overall morale. #InternalJobPosting #InternalRecruitment #HiringStrategy #EmployeeGrowth

Upgrade your recruitment with Progress! It allows recruiters, HR professionals, and frontline managers to view potential future hires from the perspective of not only how they will do the current job but also how they will contribute to the broader organisation. Boost your hiring strategy today!

It has been said that the most important decision a leader needs to make is to hire the right person for the job. (Jack Welch for example is one of the business leaders who believed that) Getting the right person for the job is however not a walk in the park. Very often so many get it wrong. The wrong hiring decision comes with so many attendant costs such as the cost of replacing the wrong hire, loss of productivity, wasted time and effort as well as negative impact on motivation and morale for the affected and impacted team members. There are many factors that interfere with the ability to make the right hiring decision. One of these factors is unconscious bias. I met a colleague who used to work for an organisation that I was working for and I had not had a chance to speak to them before they left. I decided to have an informal exit interview with them and so grabbed the chance to ask them why they had left. Their response was ‘that organisation is full of ‘A types’ so full that it was just too toxic and I just couldn’t stand it so I left’. Wow! My mind said no second guesses as to what may have gone wrong with the recruitment practices over the years. Could it have been affinity bias, which is also known as ‘similar to me bias.’ This is where we have a preference for people who look and think like us. The interesting thing is that we do not intentionally select people like us, our brains are just wired to / have learnt to do this without us being aware of it. That is why it is called unconscious bias and in addition to affinity bias, there are many other types that can interfere with the ability to make the right decision. If unchecked, untested and uncontested, bias can significantly adversely affect our recruitment decisions with negative and sometimes even disastrous consequences for the organisation. Though not an exact science, the good news is that there is so much that can be done to improve practice in the recruitment space and that includes improving our ability to address unconscious bias and improve hiring practice. There are tools and techniques I learnt to use over the years that significantly improved the quality of my hiring decisions.  It has been such a pleasure for me to share my experience and these tools and techniques through Essential HR’s Competence Based Interview training and CBI Coaching Clinic. I am looking forward to sharing the knowledge, tools and techniques I learnt to use over the years to improve practice in this space with as many HR and Business leaders as I can.

Curious about the pros and cons of internal hiring versus external recruitment? This article from IZA World of Labor explores the key differences and benefits of each approach. Internal hiring can boost employee morale and save on training costs, but might limit fresh perspectives. External recruitment can bring new skills and ideas to the company, yet might be more time-consuming and expensive. Finding the right balance can enhance your recruitment strategy and ensure you get the best talent for your team. Read more here: https://lnkd.in/gasCDcf8 #Recruitment #HR #HiringStrategies #TalentAcquisition #CareerDevelopment

Curious about the pros and cons of internal hiring versus external recruitment? This article from IZA World of Labor explores the key differences and benefits of each approach. Internal hiring can boost employee morale and save on training costs, but might limit fresh perspectives. External recruitment can bring new skills and ideas to the company, yet might be more time-consuming and expensive. Finding the right balance can enhance your recruitment strategy and ensure you get the best talent for your team. Read more here: https://lnkd.in/gJE8T_tk #Recruitment #HR #HiringStrategies #TalentAcquisition #CareerDevelopment

We all know how costly it is to recruit, not just in fees but in time and productivity.   We believe that retention efforts should start from the moment you begin your recruitment process. But, why?   Because first impressions are lasting impressions. The recruitment process provides great insight for your new employee to understand what life will be like working within your business.   If there are seeds of doubt at this stage, it is likely that these will grow with time and you will struggle to retain great people beyond that all important two year mark.   #retention #SMEgrowth #employeeengagement

In today's evolving corporate world, empathy in hiring stands out. Key strategies include understanding candidates' perspectives, being transparent, showing compassion, giving helpful feedback, and ensuring consistent experiences. By integrating empathy into hiring, both employers and job seekers can benefit from a more effective recruitment process. What are your thoughts? Read more here: https://bit.ly/3RpNz14 #Recruitment #Hiring #HR