Can a recruiter help your company secure the best beauty industry talent with salary negotiations? Yes! For beauty industry jobs, a recruiter can ensure your offer is in line with or above industry averages, while balancing the needs and culture of your firm. Read more about PRC here: https://lnkd.in/eDcCMGSw
Professional Recruiting Consultants, Inc.’s Post
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🌟 Streamline Your Hiring with Customized POET at Integrated Care! 🌟 Are you looking to ensure your new hires are perfectly suited for their physical job requirements? At Integrated Care, we offer customized Post Offer Employment Tests (POET) tailored specifically to the demands of the job description you provide. 🔹 How It Works: Simply email your job description to alex@integratedcarellc.com, and our expert team, led by Alex Ferrer, DPT, will design a POET that aligns precisely with the physical aspects of the role. Whether it’s lifting, carrying, or extended periods of standing, we ensure your new employees are up to the task. 🔹 Why Choose Integrated Care? Expert Guidance: Tailored assessments by skilled professionals. Efficient Process: Fast turnaround times to keep your hiring process moving. Clear Results: Detailed insights to make informed hiring decisions. 📩 Get started today! Email us your job description, and let us create a test that helps both you and your new employees succeed. 🔗 Learn more about our services at www.integratedcarellc.com #OccupationalHealth #PhysicalTherapy #IntegratedCare #EmploymentTesting #POET #HealthyWorkplace https://lnkd.in/g2VaxnJA
Pre Employment Testing vs. Post Offer Employment Testing
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Struggling to attract the right talent?👀 You're not alone. Maximise your job adverts with these top 5 tips: 1️⃣ Salary Transparency 💷 - Let's talk numbers. Clear salary ranges set expectations and attract applicable candidates. Be bold and include it upfront! 2️⃣ Role Clarity 🎯 - Who's the ideal applicant? Define qualifications needed; avoid misinterpretation and welcome those who truly fit. 3️⃣ Employee Perks 🌟 - What benefits do you offer? Shine a spotlight on what makes your team the dream team 4️⃣ Highlight Your USP ✨ - What's your practice's superpower? Illuminate what sets you apart from the rest. 5️⃣ Streamline Applications 📝 - Accessibility is key. Offer various ways to apply and ensure a smooth, responsive process. Need assistance crafting the perfect job post? Email us at contactus@vettedrecruitment.co.uk for a bespoke approach. Unlock the potential of your hiring process. 💼 #jobads #vetsurgeon #rvn #veterinarypractice
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Interviewer: We will contact you for an update. Applicant: No, I will call you just to be sure. 😄 ------ Funny but true! As an HR professional and once an applicant myself, let's have a simple policy: Be fully transparent and promptly notify candidates of our decision as soon as possible. The moment we know whether it's a yes or a no, they should know. Never leave a candidate hanging, waiting for a response. This closes the loop. It is also respectful and speaks volumes about the company's brand. #hrhumor #recruiterlife
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The average time from advertising a job vacancy to the new hire starting in the role can vary significantly based on several factors, including the industry, the level of the position, your own company’s recruitment process, and local market conditions. In this week's blog (link to the blog in the comments) we talk about the stages included in a general timeline and Considering all these stages, the overall timeline from advertising a job vacancy to the new hire actually starting in the role. At The HR Consultants we specialise in taking the hassle out of hiring for our clients and finding the very best people for your business. If you are interested in getting that focused support, get in touch! Charlotte Pitts Jenny Rimell Tom Flack Liz O'Donnell MCIPD Penny Sellers MCIPD Laura Midwinter Kirsty Penny #Recruitment #Onbaording
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If you conduct a walk-in interview that simply means: 1. Your HR department is useless; 2. You don't respect the candidate's time; 3. You are looking for temporary laborers; 4. You don't give a shit about candidates work experience /education at all; 5. Just looking for a cheap resource by exploiting demand and supply gap which has always been there.
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In a post-pandemic world, hiring managers’ roles are no longer focused only on creating a well-worded “Help Wanted” job posting and vetting job applications and resumes but also on recruiting strategies and professional development. #labor #retention #meatindustry https://ow.ly/PVrI50RgzEV
Editor's Blog: Solution seekers
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Attention HR Professionals I’ve noticed an increasing trend of HR posts that ask job seekers to simply comment if they’re interested in positions, often with vague or misleading information about job roles and salaries. As an HR professional myself, I believe it’s crucial to address this issue. Job seekers put their trust in us. It’s our duty to provide clear, accurate, and honest information about job opportunities. Posting vague or misleading job ads not only tarnishes our profession but also plays with the emotions and hopes of those seeking employment. Let’s uphold the integrity of our roles by: 1. Clearly outlining job criteria, responsibilities, and qualifications. 2. Providing accurate salary information. 3. Ensuring our communication is professional and respectful. We owe it to the job seekers and to our profession to act with transparency and integrity. Let’s set a higher standard for HR practices. #HR #Recruitment #Transparency #Integrity #Professionalism
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Four Ways To help You detect that the company you are applying for, Might not be straight forward or has a toxic working environment in most cases: 1. During the interview, check the attitude of the HR. If he/she is rude, biting chewing gum, or interfering at every statement you make... That's not a good sign. 2. Job adverts indicating salary as: industry standard, competitive salary display, salary very attractive, should be looked at again with a careful eye. 3. Job adverts for a senior role like managerial, executive, administrative, HR etc, without a salary figure, will eventually lead to issues. It gives room for arguments, unnecessary negotiations, and will eventually make the employed staff receive less than what the company allocated for that role. 4. If a company is always advertising for a particular position after every 2 or 3 or 6 months, then there's something very wrong in that company. You have to find out why that position is going through much resignations. I hope this help.
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Learning, Development and Performance Improvement Specialist; unlocking talent’s potential by using L&D initiatives to bridge the gap between their abilities and performance. || LearningMerchant
Most HR gurus charge ₦150k/hr for this strategy. But—I will give you for free 😁 If you're interviewing for anything—a new job, or new gig, here is 1 thing to do to get you closer to your goals: “Always seek the CONTEXT for every question asked.” Ex. When asked about your previous experiences, don’t rush in. Try to say something like this: “To make sure I understand what you’re really asking. Could you give me a scenario?” Another response could be: “To ensure we are aligned, are there specific experiences you noticed in my CV that you’d like me to focus on as I share?” This strategy can either expose you for the inexperience person that you are, or it can allow you shine as you demonstrate your expertise. P.S. Repost this—someone out there might need and use it!
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Marketing Professional | Brand Storyteller | Champion of Integrated Campaigns | Recruitment & Staffing Enthusiast
91% of candidates say that the inclusion of salary data will impact their decision to apply for a role. So, why are recruiters so averse to sharing salary data? My take is there's likely to be a few scenarios at play (and possibly all three): - the role isn't paying market rate - the company doesn't want existing employees to know what salary they are offering new hires - the company doesn't want their competitors to know what they are paying Whatever the reason, is it worth potentially only having 9% of available candidates apply for the role? Surely it would be better as a recruiter to: - challenge the salary, and at least discover what other benefits are being offered - even go so far as to say this role won't attract a top of the range salary, but will reward in other ways (be specific!) - ensure clients are aware of how many applicants they stand to lose out on by not advertising a salary - and for companies to reward their own staff for their tenure and experience giving parity with new hires An absence of salary information simply means this is the first question a candidate will ask IF they bother to apply. Do you agree, or disagree with me? For more ways to improve your candidate attraction and write compelling job adverts, download our new eBook⬇️ https://ow.ly/3vvC50Rr2Sj
Anatomy of a job advert eBook | Access Volcanic
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