ECSSA - European Confederation of Search and Selection Associations’ Post

Great news! During a recent meeting, a client shared that they use an "internal skills-based passport" to recruit and retain their talent. This confirms our decision to create the first job board based on soft skills at GoToFreedom Executive Search & Recruitment, Certified B Corporation . Stay tuned for more updates! #recruitment #executivesearch #interimmanagement #hradvisory #softskillsmatter Visit us at gotofreedom.eu

🔍 𝗜𝗻𝘀𝗶𝗴𝗵𝘁𝘀 𝗳𝗿𝗼𝗺 𝗼𝘂𝗿 𝗘𝗖𝗦𝗦𝗔 𝗦𝘂𝗿𝘃𝗲𝘆: #SearchandSelection Consultants Embrace Skills-Based Hiring! In our recent #ECSSA survey, 𝟳𝟭% of the #ExecutiveSearch professionals stated that they 𝘃𝗲𝗿𝘆 𝗼𝗳𝘁𝗲𝗻 focus on soft skills, characteristics, and mindset when creating job profiles with their clients. Only 𝟭% reported that they never do this. This focus on skills is even more pronounced in #Belgium, where an impressive 95% of consultants prioritize these attributes. 𝗧𝗵𝗲 𝗯𝗲𝗻𝗲𝗳𝗶𝘁𝘀 𝗼𝗳 𝘀𝗸𝗶𝗹𝗹𝘀-𝗯𝗮𝘀𝗲𝗱 𝗵𝗶𝗿𝗶𝗻𝗴 𝗮𝗿𝗲 𝗲𝘅𝘁𝗲𝗻𝘀𝗶𝘃𝗲: 🚀 𝙁𝙖𝙨𝙩𝙚𝙧 𝙖𝙣𝙙 𝙢𝙤𝙧𝙚 𝙚𝙛𝙛𝙞𝙘𝙞𝙚𝙣𝙩 𝙧𝙚𝙘𝙧𝙪𝙞𝙩𝙢𝙚𝙣𝙩: By concentrating on relevant skills, companies can quickly assess candidate suitability, streamlining the hiring process. 🎯 𝙊𝙥𝙩𝙞𝙢𝙖𝙡 𝙟𝙤𝙗 𝙥𝙡𝙖𝙘𝙚𝙢𝙚𝙣𝙩: Ensures to find the best fit for the job, independent of traditional resume or experience criteria. 🌍 𝙇𝙖𝙧𝙜𝙚𝙧 𝙩𝙖𝙡𝙚𝙣𝙩 𝙥𝙤𝙤𝙡: Expanding the focus to skills allows access to a broader range of candidates, enriching the talent pool. 💪 𝙄𝙢𝙥𝙧𝙤𝙫𝙚𝙙 𝙚𝙢𝙥𝙡𝙤𝙮𝙚𝙚 𝙨𝙖𝙩𝙞𝙨𝙛𝙖𝙘𝙩𝙞𝙤𝙣 𝙖𝙣𝙙 𝙧𝙚𝙩𝙚𝙣𝙩𝙞𝙤𝙣: Employees who are hired based on their skills tend to be more motivated and engaged, as they feel they can contribute their strengths. In an era marked by talent shortages, a competitive job market, and ever-evolving job requirements, skills-based hiring is crucial. It not only diversifies the workforce but also ensures that companies do not miss out on hidden talent due to conventional hiring biases. Our work as #SearchandSelection consultants is vital in driving this focus on skills, ensuring that clients hire the right talent for the right roles. 🌟 🇧🇪 Belgium: Federgon - Network for work, ANN CATTELAIN 🇫🇷 France: Syntec Conseil, Grégoire BEAURAIN 🇩🇪 Germany: Bundesverband Deutscher Unternehmensberatungen (BDU) e. V., Wolfram C. Tröger, Joerg Murmann 🇮🇹 Italy: ASSOCONSULT, Valerie Schena-Ehrenberger 🇱🇺 Luxembourg: fr2s - Federation for Recruitment, Search & Selection, Jose Morente - Executive Search 🇪🇸 Spain: Asociación de Empresas de Búsqueda y Selección AEBYS, Ernesto Poveda

In today's competitive job market, the skills gap has become a pressing concern for many businesses. As clients increasingly seek to fill roles with specific skill sets, recruiters face the challenge of finding suitable candidates who meet their demands. However, the landscape has shifted significantly, with talent having more choices than ever before. Read our latest blog, on overcoming the skills gap https://lnkd.in/ehDiU3VQ To find out more on on Valeco Recruitment can support you with your hiring requirements, reach out to our team on [email protected] #talent #talentmarket #jobsmarket #hiring #talentdemand #demand #hire #skills #shortage

As a top recruiter in the Life Sciences sector, ensuring that both candidates and clients have a positive experience throughout the recruitment process is crucial. Here are some important mistakes for candidates to avoid: ⛔ 𝗟𝗮𝗰𝗸 𝗼𝗳 𝗚𝗲𝗻𝘂𝗶𝗻𝗲 𝗜𝗻𝘁𝗲𝗿𝗲𝘀𝘁 𝗼𝗿 𝗠𝗼𝘁𝗶𝘃𝗮𝘁𝗶𝗼𝗻: One of the most significant mistakes a candidate can make is pursuing a job opportunity without genuine interest or motivation. Candidates should thoroughly research the company and the role to ensure alignment with their career goals and values. Demonstrating enthusiasm and passion during the interview process is key to leaving a lasting impression. ⛔𝗪𝗶𝘁𝗵𝗵𝗼𝗹𝗱𝗶𝗻𝗴 𝗜𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻: Transparency is essential in any recruitment process. Candidates should be honest about their expectations, including salary requirements and other opportunities they may be considering internally or externally. Hiding information can lead to misunderstandings and ultimately damage the candidate's reputation. ⛔𝗟𝗮𝗰𝗸 𝗼𝗳 𝗘𝗳𝗳𝗼𝗿𝘁 𝗼𝗿 𝗖𝗼𝗺𝗺𝗶𝘁𝗺𝗲𝗻𝘁: Candidates who fail to make an effort or demonstrate commitment during the recruitment process risk being perceived as disinterested or unreliable. This includes not responding promptly to communication, missing scheduled interviews without prior notice, or failing to complete requested tasks or assessments. ⛔𝗟𝗮𝘀𝘁-𝗠𝗶𝗻𝘂𝘁𝗲 𝗖𝗵𝗮𝗻𝗴𝗲𝘀: Changing one's mind at the last minute without a valid reason can disrupt the entire recruitment process and reflect poorly on the candidate's professionalism. If circumstances change, it's essential to communicate openly and respectfully with the recruiter and employer. ⛔𝗨𝘀𝗶𝗻𝗴 𝗮𝗻 𝗢𝗳𝗳𝗲𝗿 𝗮𝘀 𝗮 𝗖𝗼𝘂𝗻𝘁𝗲𝗿𝗼𝗳𝗳𝗲𝗿: Using a job offer solely as leverage for a counteroffer with a current employer is not only unethical but also damages trust and credibility. Candidates should carefully consider their motivations for pursuing new opportunities and prioritize long-term career growth and fulfillment over short-term gains. In the small and interconnected Life Sciences market in the MEA region, reputation and attitude play a significant role. Candidates who demonstrate integrity, professionalism, and a genuine interest in the roles they pursue are more likely to stand out and succeed in their careers. As a recruiter, I prioritize representing top candidates who embody these qualities and have a proactive approach to their professional development. Aspire Life Sciences Search Aspire Recruitment Group #aspirelifesciences #toprecruitmentagency #advicesforcandidates

🚀 Ready to Dominate Your First Year as a Graduate Recruitment Consultant? Starting your career as a recruitment consultant is an exciting opportunity to build a strong foundation for your future in the industry. We share essential tips to help you navigate your first year, from mastering industry knowledge to developing key skills to get you ahead. Whether you're just starting or a few months in and looking to refine your approach, this guide will set you on the path to success. Read more to learn how to thrive in your first year👇🔗 https://buff.ly/4cr15sK #GraduateCareers #RecruitmentConsultant #GlobeCareers #CareerTips #ProfessionalDevelopment #RecruitmentIndustry #GraduateSuccess

How to fix your talent shortage in Biotech? By having a Proactive Recruitment Strategy. In Biotech, securing top talent is priority #1 – it makes or breaks businesses. 🔑   A big challenge for our partners is the shortage of qualified candidates, especially for urgent, critical hires.🚨 The response to this is almost always reactive – frantically sourcing candidates ONLY when a vacancy opens. The solution? A proactive recruitment strategy. 🌟 But what does that actually mean? It means building and nurturing talent pools long before they’re needed. The goal here is to build relationships so that when the vacancy opens up, you have access to the talent IMMEDIATELY. Here’s how you do it: 1. Industry Engagement: Regular attendance of Biotech conferences, seminars, and networking events.🏛️ These are a gold mine for meeting potential candidates. Engaging in roundtable discussions or presenting research findings can position your company as a thought leader, attracting talent who are looking for their next challenge.🗣️ 2. Professional Networking Platform Presence: Building a strong online presence where you share insights, advancements, and stories about your company culture can drive interest from passive candidates. 💻 LinkedIn (and others) provide a direct channel to engage with potential candidates through content that showcases your company's achievements and vision.🌐 3. Educational Partnerships: Work with universities and research institutes to tap into fresh talent. 🎓This might involve guest lectures, internship programs, or collaborative research projects. These initiatives give you early access to emerging talent, but also allows you to actually shape their skills and industry knowledge.🤝 4. Talent Nurturing: Building a talent community where potential candidates can subscribe to receive updates, job alerts, or industry insights from your company keeps your brand at front-of-mind. Which means that when the time comes to fill a position, there's a pre-vetted pool of candidates who are already familiar with your business. This does however require a shift in mindset – from reactive hiring to strategic talent engagement and nurturing. 💡 The result? Making critical hires quicker, but it also positions your business as an employer of choice in a HIGHLY competitive industry.🏆 The future belongs to those who anticipate and plan for it. If you want to build an industry leading business, being proactive with your recruitment should absolutely be a focus point.🎯   Don’t believe me? Just think of the companies and brands in your industry that you’d love to work for… now check if they do the above.   Told ya. #BiotechJobs #TalentStrategy #Recruitment #ProactiveRecruitment #BiotechTalent

The Double-Edged Sword of IT Recruitment!!!!*Opportunities and Challenges* "The IT recruitment industry is a thrilling space, filled with opportunities and challenges. Let's dive into both sides of the coin: *Pros:* - *Innovation*: Constantly evolving technologies and methodologies keep the industry exciting and dynamic. - *Growth*: The demand for skilled IT professionals continues to rise, driving growth and expansion. - *Diversity*: IT recruitment offers a chance to connect with diverse talent from around the world. - *Impact*: Helping shape the future of businesses and industries through strategic talent placement. *Challenges:* - *Skills gap*: Finding candidates with the right skills and expertise can be daunting. - *Competition*: A competitive job market makes it challenging to attract and retain top talent. - *Time-consuming*: The recruitment process can be lengthy and resource-intensive. - *Adapting to change*: Staying ahead of the curve with emerging technologies and industry trends. Despite the challenges, the rewards of IT recruitment make it a fulfilling career. Share your experiences and insights on the pros and challenges you've faced! #ITRecruitment #TalentAcquisition #RecruitmentChallenges #RecruitmentOpportunities" #ITStaffing #Informationtechnology Beryl Technologies Ltd

We at RateGain follow B.A.S.K methodology in hiring process! Read below to know more about this method: "BASK" is an acronym commonly used in the context of hiring processes, particularly in recruitment and selection. It stands for: #BehavioralInterviews: Behavioral interviews focus on candidates' past behavior in specific situations as an indicator of their future performance. This approach aims to assess how candidates have handled various challenges and tasks in the past, providing insights into their skills, competencies, and fit for the role. #AttitudeAssessment: Assessing candidates' attitudes is crucial for determining their alignment with the organization's values, culture, and mission. Employers often look for candidates who demonstrate positive attitudes, such as resilience, adaptability, teamwork, and a strong work ethic. #SkillsEvaluation: Evaluating candidates' skills is essential to ensure they possess the technical abilities required to excel in the role. This may involve assessing both hard skills (e.g., technical expertise, proficiency in specific software) and soft skills (e.g., communication, problem-solving, leadership). #KnowledgeVerification: Knowledge verification involves confirming candidates' qualifications, certifications, and educational background to ensure they possess the necessary credentials for the position. This step helps employers verify the accuracy of candidates' claims and assess their expertise in relevant subject areas. BASK is important in the hiring process because it provides a structured framework for evaluating candidates comprehensively. By focusing on behavioral interviewing, attitude assessment, skills evaluation, and knowledge verification, employers can make informed decisions about which candidates are the best fit for the organization and the specific role. This approach helps minimize biases and subjectivity in the hiring process, leading to more successful hires and better outcomes for the organization. Leela Krishen Tiku Sahil Sharma Garima Pandey Anubhav Sharma Talveen Kaur Gaurav Kumar Roshni Das Jad Anjali Sharma Prateek Panjwani

What's your philosophy on balancing speed and quality in executive recruitment?

Finding employees with niche skills can be challenging due to the specialised nature of these skills. Companies often struggle to locate candidates who possess the specific expertise required for certain roles. Investing in targeted recruitment strategies and networking within relevant industry circles can help in identifying suitable candidates with the desired skills. By focusing on professional development and offering competitive benefits, organizations can attract and retain individuals with niche skills, ultimately enhancing their competitive edge in the market. #SkillGap #TalentAcquisition #monolithconsultancy