Prior to starting the contract hire process, take a few minutes to work through the details using this checklist. A bit of preparation will speed up the hiring process and help get you ready for your new hire.
With the New Year in mind, WinterWyman Search compiled our most popular blogs of 2016. What are candidates and companies reading about when it comes to finding jobs or sourcing the best talent? Here’s a taste.
With the New Year in mind, WinterWyman Contract Staffing compiled our most popular blogs of 2016. What are candidates and companies reading about when it comes to finding jobs or sourcing the best talent? Here’s a taste.
Managers are under pressure during any interview. But their task is even more difficult when the conversation takes place on video—whether it’s through Skype, Google Hangouts, FaceTime, or some other tool.
Organizations often rely on contract employees to support their teams, and a great deal of work goes into each hire. Making the most of those relationships seems like a no brainer, but there are times when the contract employee leaves before the contract ends. This costs the company time and money, and will likely put the projects behind schedule. Here are six reasons contract employees leave abruptly - and how to avoid them.
It is an ongoing challenge to catch the attention of job seekers and a good job description is the most efficient way to reach a large audience of potential applicants. While a fascinating and unique write-up can attract potential candidates, a lackluster write-up can make them pass right over your opportunity, even if the job is well-suited to their qualifications. Here are seven tips for writing an engaging, interest-catching job description.
During the hiring process, the hiring manager or HR representative takes the lead in working with the candidate. But it’s important for everyone who’ll meet a potential hire to feel part of the process and to understand they play a role in making candidates feel valued and appreciated.
Every interaction is part of the overall impression candidates will develop about your company and its employees. That impression will have a lot to do with their decision to accept an offer, or not, and what they may say about your company to others.
As a headhunter, I often hear stories about challenging interviews and horrible bosses.
Once, I was shaving at the gym and a guy was telling me about a marathon interview session he had just endured. He was sharp, had a great mix of work experience and went to a good school. He is the silver tuna of candidates and will have his choice of job opportunities. Unfortunately, the company that just put him through this test of endurance will not be his pick.
Communication is a foundation of a positive candidate experience, and employers go a long way toward building a favorable impression with prospective employees when they provide even simple feedback after every interview.
When candidates make the effort to visit your offices – taking time off from work, preparing for their discussions – and then hear nothing after they’ve gone on their way, they’re not only frustrated but left with an impression that yours is just another business that doesn’t put much value in what its workers bring to the table.