{"id":3854,"date":"2020-01-08T09:16:43","date_gmt":"2020-01-08T09:16:43","guid":{"rendered":"http:\/\/www.big5assessments.com\/blog\/?p=3854"},"modified":"2022-04-25T11:29:31","modified_gmt":"2022-04-25T10:29:31","slug":"what-are-your-hiring-resolutions-for-2020","status":"publish","type":"post","link":"http:\/\/www.big5assessments.com\/blog\/selection\/what-are-your-hiring-resolutions-for-2020\/","title":{"rendered":"What Are Your Hiring Resolutions for 2020?"},"content":{"rendered":"\n

The hiring experience is changing and evolving, along with the expectations of all those involved, from the candidates and hiring managers to the recruiters themselves. Technology is empowering a new breed of recruiters and hiring managers who are strategic, savvy and supercharged in their ability to discover the right candidates for roles. With the world of recruitment evolving at such a rapid pace, it is important to think about what your recruitment resolutions are for 2020, if you want to stay ahead of the curve. here are some resolutions you might want to consider\u2026<\/p>\n\n\n\n

1. Prioritizing Candidate Experience<\/strong><\/strong><\/p>\n\n\n\n

The reason for this is simple. Employers that are able to create\nan exceptional candidate to employee experience have their pick of\ntalent. This can be a tricky one to get right, but it is worth considering\nthat people who are satisfied with their candidate experiences are 38 percent\nmore likely to accept a job offer.<\/p>\n\n\n\n

You must consider both successful and unsuccessful candidates when trying to improve the candidate experience. Have you ever thought about how you can make your rejected candidates happy?<\/p>\n\n\n\n

We\u2019ll take care of ALL your rejected candidates at WhatJobFitsMe.<\/a>
Think about it for a second, for every candidate you hire, there will be many candidates disappointed they didn\u2019t get the job. We can take care of all your rejected candidates. <\/p>\n\n\n\n

By incorporating our NEW Career test at www.whatjobfitsme.com, you will improve your candidate experience and provide second to none feedback to the unsuccessful candidates. This, therefore, results in a far improved candidate experience. Take a look at the image below. This is everything we are able to offer for the unsuccessful candidates <\/p>\n\n\n\n

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www.whatjobfitsme.com<\/figcaption><\/figure><\/div>\n\n\n\n

2. Begin Hiring for Soft Skills<\/strong><\/p>\n\n\n\n

Within the current hiring climate, there is now a\nmuch bigger focus upon skills the candidates possess. Skills are now being\ndubbed the currency of the future. The specific emphasis is now upon soft\nskills, rather than hard skills.  <\/strong>To address this skills\nshortage, recruiters are shifting their focus to hire for the ability to adapt\nto changing roles in flexible organisational structures. <\/p>\n\n\n\n

As you may be aware, sometimes the best\ncandidates may not be portrayed particularly well in their applications, as\nthey themselves haven\u2019t recognized their own skills and potentials. This is\nwhen psychometric testing becomes incredibly useful.<\/p>\n\n\n\n

Psychometric tests are used to analyse the\nsoft skills that people possess. They help to identify any personality traits\nand attributes that would support a candidate within a particular role. <\/p>\n\n\n\n

\"\"
The importance of Soft Skills <\/figcaption><\/figure>\n\n\n\n

Between now and 2030<\/a>, the demand for social and emotional skills will grow across all industries by 26% in the United States, and by 22% in Europe. While some of these skills \u2013 such as empathy \u2013 are innate, others \u2013 such as advanced communication \u2013 can be honed and taught. By focusing on these skills during the application process, by using Psychometric Assessments such as Big 5 Assessments you will be able to better evaluate whether a candidate is right for you and your company.<\/p>\n\n\n\n

3.\nBe Strategic <\/strong><\/strong><\/p>\n\n\n\n

The role of the hiring manager and recruiter are changing. They\nare becoming more tech-enabled than ever before. Therefore, they are\nsupercharged in their ability to engage with stakeholders including hiring\nmanagers, candidates and employees. <\/p>\n\n\n\n

To be strategic you must equip yourself with the right tools to\nchoose the right people for the role. Our technology can not only enhance the recruitment\nprocess, but also free recruiters from the tedious, manual processes that\nhinder them. <\/p>\n\n\n\n

Often recruiters are faced with an avalanche of resumes and CVs\nand are required to sift through these to find the best candidates for the\nrole. This is an archaic principle and will hopefully soon be a thing of the\npast. By incorporating Our Psychometric Assessments into your recruitment\nprocess you are able to gain far more in depth accurate information on your\ncandidates, allowing you to make valid and correct decisions. <\/p>\n\n\n\n

Summary<\/strong><\/p>\n\n\n\n

Hiring the right candidate can be a difficult\nand time-consuming process. However, it doesn\u2019t have to be that way. By making\nresolutions for 2020, that allow you to stay ahead of the recruitment curve,\nyou will be able to ensure you are making the right decisions for your company.\nTherefore, giving you the best shot at hiring candidates that will help to\ndiversify your company and move it into the future. <\/p>\n","protected":false},"excerpt":{"rendered":"

The hiring experience is changing and evolving, along with the expectations of all those involved, from the candidates and hiring managers to the recruiters themselves. Technology is empowering a new breed of recruiters and hiring managers who are strategic, savvy and supercharged in their ability to discover the right candidates for roles. With the world […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[13],"tags":[38,63],"class_list":["post-3854","post","type-post","status-publish","format-standard","hentry","category-selection","tag-hiring","tag-selection"],"_links":{"self":[{"href":"http:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/posts\/3854"}],"collection":[{"href":"http:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"http:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/comments?post=3854"}],"version-history":[{"count":3,"href":"http:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/posts\/3854\/revisions"}],"predecessor-version":[{"id":3866,"href":"http:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/posts\/3854\/revisions\/3866"}],"wp:attachment":[{"href":"http:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/media?parent=3854"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/categories?post=3854"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/www.big5assessments.com\/blog\/wp-json\/wp\/v2\/tags?post=3854"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}