All posts in Screen


How to Build a Candidate Shortlist in 3 Simple Steps

Nobody enjoys having to jump through hoops to try and find the right person to fill a position. Sourcing for candidates is a daunting task. Trying to find that one person that is a perfect fit for your company is time consuming and challenging.

You need someone who has the right experience, skills and personality to excel at the position, yet to find that person you must first wade through possibly hundreds of other applicants. It can be like trying to find Waldo.

To get to that prized shortlist of 2-3 exceptional candidates to interview, there are three essential steps you need to perform.
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The Non-Recruiters Guide To Hiring Terms

Has a recruiter ever excitedly told you that after rejecting all the job hoppers they’ve found a ‘purple squirrel’ on gardening leave?

Maybe they’ve suggested a Stay interview or Job Shadowing your current CXO level employees before attempting to poach from your competitors?

Before you think they’ve joined Alice and the Mad Hatter in Wonderland, or that they may need a referral to a good therapist, check out these typical recruitment terms and their meanings below: Read More…


4 Ways to Push a Candidate’s Hot Buttons Around Salary Packages

Offering and negotiating employment terms with potential new employee is a time fraught with risk.

The phrase “It’s not over until the fat lady sings” couldn’t be truer of the hiring process. Just because you think you have identified the perfect candidate, it doesn’t necessarily mean that the candidate thinks they have found the perfect job. Read More…

7 Ways to Spot a Specialist Recruiter From a Generalist in Disguise

7 Ways to Spot a Specialist Recruiter From a Generalist in Disguise

As a business owner or hiring manager, it’s not always easy to keep on top of it all. You do everything possible not to drop the ball but the one area that is often the first to feel the cracks is recruiting. After all when you’ve got all the other balls in the air, who really has time to write a job description, performance profile or capabilities statement for every single role in the business? What about sifting through hundreds of applications to find that diamond in the rough? Read More…

5 Recruitment Alternatives for Small Businesses

5 Recruitment Alternatives for Small Businesses

Is the job interview dead?

Not just yet. But there are a number of alternative recruitment strategies small business owners and hiring managers can consider when selecting new employees.

One of the reasons I have always been drawn to helping small businesses recruit is because far too often, hiring can slip through the cracks simply because small business owners aren’t nearly as equipped to build their empires as their peers in the corporate world. This post offers a brief overview of five alternatives to the traditional job interview. Read More…

What recruiters want 12 ways to have them gagging for your business

12 Ways to Get Recruiters Gagging For Your Business

Picture it: Your business has reached the stage where you need to employ someone new into the team. But you’re far too busy to recruit the position yourself so you’ve decided to engage the services of a recruitment consultant.

Regardless of whether you’ve decided to go with a generalist or a specialist recruiter, the recruiter you choose could well be just as busy as you.

How can you become their top priority? Read More…

7 Characteristics of Résumes Bound for Instant Rejection

7 Characteristics of Résumes Bound for Instant Rejection

Editor’s Note: This is a guess post by Colin Cuthbert from Ayers Management. His opinions are his own.

From the moment you advertise a vacancy in your company, the applications will come flooding in like The Letters from No-One in Harry Potter and the Philosopher’s Stone. OK, well maybe not to the extent that the office will become as uninhabitable as the Dursleys’ residence, but you get the idea.

You then face the unenviable task of being able to hire only one of these candidates, so you’ll need to be ruthless in doling out the disappointment to all the others. In some cases, this can be a horrible process. In others, the applicants make it obscenely easy for you to toss their résume in the nearest dustbin.

Here are seven application and résume atrocities that should prompt you to instantly file a candidate under ‘Rejected’. Read More…

5 Tips to Ensure You Evaluate Candidates Consistently2

5 Tips to Ensure You Evaluate Candidates Consistently

In recruitment, impartiality is not just an ethical issue. It can also be a legal matter. For example if an appointment is seen as unfair and a complaint is made, or conversely if a candidate is rejected and, for whatever reason, decides to pull the discrimination card. Therefore, it is important to observe and maintain consistent standards when interviewing and evaluating candidates at all times.

Here are 5 tips to ensure you evaluate your candidates consistently: Read More…

6 Ways to Tweak Your Job Descriptions to Attract Better Talent

6 Ways to Tweak Your Job Descriptions to Attract Better Talent

Editors Note: This is a guest post by Monique Craig from Oneflare. Her opinions are her own.

If you’re struggling to find the right talent and your business goes through endless hiring cycles, this post is for you. Unfortunately, many organizations tend to sabotage their hiring strategy by publishing job descriptions which only prevent them from reaching critical recruitment goals. Ensure that you’re attracting the right type of talent by writing clear and relevant job descriptions.

Here are 6 tips to help you do that and boost the retention rate at your organization. Read More…


5 Reasons You Need A Recruitment And Selection Policy

A recruitment and selection policy is a statement of principles, outlining how your organisation should conduct its recruitment and selection process.

The aim of such a policy is to ensure that a transparent and unbiased recruitment and selection process is followed; one that results in the appointment of the best candidate, based solely on merit and best-fit with your organisational values, philosophy, and goals. Read More…