Complete recruiting
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The document discusses strategies for improving hiring processes, emphasizing the importance of streamlined applications and diverse evaluation methods. It suggests creating a database of potential employees and conducting various assessments to identify gaps in experience, skills, and personality within teams. The document also recommends allowing potential hires a trial period followed by probation to ensure a good fit.
Complete recruiting
- 1. Could you hire differently?
- 3. RecruiterOpen Ended Applications Head hunting CV’s/LinkedIN LETS MAKE A POTENTIAL LIST: • EXPERIENCE • HARD SKILLS GAINED • PERSONALITY • INTELLIGENCE’S • COMMUTABLE? Normal CV or Resume is good enough Make it easy for people to be part of your list few clicks!!! Don’t make people spend hours on an application. People don’t get chance to love your company until they work for you.
- 4. • SO….. You then have a database of potential future employees Test them Situational Tests Personality Tests Intelligence Tests Keep a rapport Invite individuals on the database to update their CV/Resume every few months. …… meaning you can check to see what has changed in a few months
- 6. AND YOUR HIRING • Identify Intelligence gaps in your team/company • 9 intelligence types • Identify Skill gaps in your team/company • TICKY BOX – TRAINING VS RECRUITING – COGNITIVE DIVERSITY • Identify Personality gaps in your team/company • MYERS BRIGGS PERSONALITY
- 7. POTENTIAL EMPLOYEE LIST WHAT YOUR MISSING
- 8. People make mistakes: Give individuals a 6 week try out Followed by a 6 to 12 month probationary period