Gabrielle Percic’s Post

Considerations on Rejecting Overqualified Candidates: In the hiring process, the notion of rejecting candidates due to being overqualified deserves a closer examination. While concerns about rapid turnover may arise, particularly in industries like tech, where the average tenure is 18 months, such worries might be unfounded. It's crucial to delve deeper into why these candidates applied in the first place. Perhaps, you’re offering a higher pay for less responsibility, aligning with their desired work-life balance. Additionally, highly skilled candidates could potentially excel in the role, completing tasks more efficiently and effectively which resonates with their personal style and motivations. Exploring alternative engagement models like fixed-term contracts could be a win-win solution. Let's rethink our approach to overqualified candidates, embracing the opportunity they present rather than dismissing them outright

How is Rhiannon Martin Consulting ethical, inclusive and candidate first? Good question. 1. We don't over-promise and under-deliver. 2. We don't put people into organisations that don't support their values, or their professional development. 3. We don't encourage candidates to accept a role that is underpaying them, simply to make a profit. 4. We advocate for our candidates. 5. We support clients and candidates, treating both well. 6. We help our candidates with Learning and Development training. 7. We take on board feedback and always want to do the best job. *There are many excellent recruiters and recruitment firms out there. This post is not to bash anyone, but to highlight what RM does as an organisation*. #recruitment #resourcing #professionaldevelopment #hiring

🤔 Friday Recruiter thought: Can you really gauge the retainability of candidates? ❓Can you really gauge the retainability of candidates? As recruiters, we know that past behavior is often a good indicator of future performance. But can we really predict how long a candidate will stay with our organization based on their previous employment history? If a candidate stayed for 5+ years in their previous employment, does it guarantee that they will have the same tenure with us? On the other hand, if a candidate had short stints in their previous employments, does it mean they would also do the same if we hire them? Let's discuss the factors that we consider in an attempt to gauge candidate retainability. Share your thoughts below👇 #recruiting #talentacquisition #retention

Feedback is critical especially when the canidate and the person that interviewed hit it off. When you don’t provide feedback, it leaves the canidate to wonder. Applying for jobs are already time consuming and mentally taxing. Feedback also provides a way for the job seeker to improve on their approach in their job search. The hiring practices now are not very demure, not considerate or mindful of others. #notverydemure

Hiring the right talent is crucial for any organization's success, but the risks associated with making a poor hire can be daunting. Discover how partnering with a staffing firm like JSG can provide access to a vast pool of pre-vetted candidates, ensure cultural fit to reduce turnover, maintain compliance with employment laws and regulations, offer flexible hiring options like temporary and temp-to-perm placements, and provide market insights to enhance your recruitment strategy. Read the full post here https://bit.ly/4cHbl12 and take the first step towards mitigating your hiring risks today! 💼 #StaffingSolutions #HiringRisks #RecruitmentStrategy #EmployeeRetention #Compliance #BusinessGrowth

🚫 Stop rejecting candidates due to redundancies and movement 🚫 I’ve heard stories of business hiring and making redundancies 3 month’s later. I’ve even heard of companies pulling offers 1 week before candidates are due to start a new role 🤯😱 But yet I’m still seeing business reject candidates due to redundancies, or candidates who might take on a role only to learn 3 months in that it isn’t the right fit so seek a move!! If organisations are allowed to get it SO wrong when hiring, then the same non-judgment should be applied to candidates within a hiring process. Am I wrong ? 👀

"Staffing firms, however, caution against this inward-looking strategy, warning that not casting the recruitment net wider could result in hiring a wrong candidate, which can potentially prove more expensive for the firm." Its an interesting article, it might be tempting to go this way using internal hiring, but clarity in the decision maker's mind regarding current skill set of the internal employee compared to exact required skills and adaptability of the candidate to learn new ways of doing things and learn matters in success or failure of this approach, in fact this is what make or break is for internal hiring/IJPs https://lnkd.in/gyZGkfB2

Ensure you're never caught off guard with 8-10 candidates ready for every role in your organisation. Our methods guarantee a robust and responsive hiring strategy, so you’re never left unprepared. Contact us to learn more about our strategy. #5starconsulting #consulting #recruitment #recruitmentexpert #strategicrecruiting #talentpool #proactive #talent #findtalent #peoplemanagement #strongworkforce #workforce #businesssuccess #usa #StrategicRecruitment #TalentAcquisition #ProactiveHiring #WorkforcePlanning #HiringSolutions #TalentPool #SustainableGrowth #CostEffectiveHiring #RecruitmentStrategy #WorkforceDevelopment

Recruitment firms and companies hiring often include statements like the following in their job posts: "Due to the volume of interest, I will only respond to individuals who meet the criteria." This approach is not only dismissive but also reflects a lack of effort. Candidates invest time and energy into their applications, yet companies and firms often fail to acknowledge receipt or provide any feedback. Such practices do not reflect well on the companies they (mis)represent, nor do they help the image of the firms that do take the time to respond to candidates. Everyone deserves a response. Let me know your thoughts? #hiring #hr #personnel #recruitment #headhunters #career

The hiring process can no longer be left to chance or knee-jerk hiring when a vacancy occurs. The world of work and, consequently, recruitment has shifted in the last few years, and the strategic importance of a recruitment process to ensure the right person is in the right role at the right time is vital for any organisation that wants to grow. This is why a retained recruitment process is fast becoming the preferred hiring option for many leadership teams. We explain more in our free report here 👉✍-> https://lnkd.in/gXyi5fMP #retainedrecruitment #recruitment #hiring #advancerecruitment