OCG Consulting’s Post

It's time for the #weeklyjobwrapup! Here are some of our latest opportunities at OCG. For more information on any of these roles, get in touch with one of our awesome consultants tagged in the comments or visit ocg.co.nz to find out more! #ocgconsulting #careermakers #recruitment #hiring #jobhunting

It's time for the #weeklyjobwrapup! Here are some of our latest opportunities at OCG. For more information on any of these roles, get in touch with one of our awesome consultants tagged in the comments or visit ocg.co.nz to find out more! #ocgconsulting #careermakers #recruitment #hiring #jobhunting

It's time for the #weeklyjobwrapup! Here are some of our latest opportunities at OCG. For more information on any of these roles, get in touch with one of our awesome consultants tagged in the comments or visit ocg.co.nz to find out more! #ocgconsulting #careermakers #recruitment #hiring #jobhunting

It's time for the #weeklyjobwrapup! Here are some of our latest opportunities at OCG. For more information on any of these roles, get in touch with one of our awesome consultants tagged below or visit ocg.co.nz to find out more! To find out more about the BAS Senior Consultant position, get in touch with Tom Barnfield and for more information on the other roles in this post, reach out to Lucinda Barton 🌈 Ally #jobhunting #recruitment #hiring #ocgconsulting #careermakers

It's time for the #weeklyjobwrapup! Here are some of our latest opportunities at OCG. For more information on any of these roles, get in touch with one of our awesome consultants tagged in the comments or visit ocg.co.nz to find out more! #jobhunting #recruitment #hiring #ocgconsulting #careermakers

It's time for the #weeklyjobwrapup! Here are some of our latest opportunities at OCG. For more information on any of these roles, get in touch with one of our awesome consultants tagged in the comments or visit ocg.co.nz to find out more! #jobhunting #recruitment #hiring #ocgconsulting #careermakers

The Qualified Diversity Recruiter (QDR) program is structured into a series of milestones, each guiding you through a critical phase of the hiring cycle. Gain essential knowledge and skills while addressing hidden obstacles and biases faced by underrepresented candidates. 🌟 Here’s a breakdown of each milestone and the key learning outcomes: 1️⃣ Foundational DEIB Concepts 2️⃣ Strategic Planning for Inclusive Recruitment 3️⃣ Inclusive Sourcing and Employer Branding 4️⃣ Equitable Assessment Practices 5️⃣ Selecting and Retaining Diverse Talent These milestones are designed to empower you to transform your recruiting strategy, increase diversity, and enhance retention. How does your organization prioritize diversity and inclusion in its recruitment practices? Leave a comment below! https://bit.ly/3p4bZlj #JenniferTardyConsulting #TeamJTC #QualifiedDiversityRecruiter #DEIB #InclusiveRecruitment #HiringCycle #ProfessionalDevelopment

Navigating Choppy Waters: Tackling Candidate Misconduct in Recruitment In the recruitment sphere, we often celebrate the synergy of a perfect match, yet there's a less-discussed counterpart: candidate misconduct. As many of us know, legislating behavior in an industry hinged on human interaction is like trying to predict the British weather—unpredictable. It's a subtle dance, one where each step forward is drafted with hope but often met with a series of unknowns. In my years at the helm of hiring processes, I've learned the value of a robust framework—one that anticipates the unpredictable and cushions the possible brunt of ill conduct. Here lies the essence: policies that articulate clear behavioral expectations, paired with a transparent resolution pathway, are vital. They steer the course through the murkier waters of candidate relations. The journey is two-fold. Firstly, a preemptive strategy that centres on comprehensive communication and explicit guidelines initializes a candidate's journey on a note of clarity. Empower them with understanding the why and how of expected behavior, thus wielding prevention as your shield. Secondly, despite our best efforts, there might be instances where we hit a rogue wave. When such situations where prompt, and fair action is paramount. This isn't just about course correction; it also serves to protect the integrity of your hiring terrain and the morale of involved stakeholders. A fair and meticulously documented process plays the dual role of parachute and deterrent, cushioning the fall and signaling caution for future conduct. Here at PRS, we continue to refine our strategy, ensuring it reflects the values we uphold, and nurtures the respect-led environment we're known for. The commitment to making each recruitment journey, even those that veer off track, a learning curve, remains. From tumult comes temperance, and in the landscape of recruitment, sometimes the storms we navigate lend us the clarity for calmer seas ahead. Have you had an experience with candidate misconduct? How did you handle it? Let's unfold this conversation in the comments below. #RecruitmentStrategy #CandidateExperience #ProfessionalDevelopment #prsjobs

Sure, there are qualified candidates who could do the job, but will they fit your culture? Why not work with a partner who cannot only bring you qualified candidates, but candidates that fit your culture?  RTP Consulting is that partner. IES - Ingram Express Services Adam Ingram #hiring #culture #RTPBetterHiring #RTPBetterCulture #RTPBetterResults

Let us find the executive candidates that aren't applying to roles for you. Let's talk about how The Applied Companies can help your business grow with the best talent available. #ExecutiveRecruitment #TalentAcquisition #TheAppliedCompanies