Kevin W. Grossman’s Post

When you can identify key transferrable skills in a candidate, developing the skills they don't have becomes easier. Learn how to develop talent by understanding their strengths and challenges in our latest blog. https://ow.ly/WXCt50QHRmU #PXTSelect

The first assessment I got certified with!! It is one of the best for so many things! We used it to hire, career path people, and many other things! Remember, we all have gifts! #assessments #tools #findyourgifts #hiringtools

What reliable scientific data do you use when hiring new employees? Most companies rely on resumes and interviews alone. Generate reliable and accurate data to eliminate blind spots and avoid making poor hiring decisions. Our PXT SELECT assessment uses JobFit technology and provides the data you need to hire top candidates and boost organizational performance. Learn more https://lnkd.in/eVZYgSz

Internal power and confidence are born of insight and proficiency. When you understand something, or you’re good at something, you feel strong, and it makes you feel like you have something to offer. #talent #motivation #quote #recruitment #engineer

Great article dissecting various elements of world class TA functions - this one got me thinking about efficiencies and future service delivery. Thanks for the article Johnny Campbell

"Perceived fairness continues to be differentiator in candidate experience, and the application process is a key corssroad for this issue" - Check out this fresh data highlight nugget from the new 2023 Global #CandidateExperience (CandE) Benchmark Research Report! In #TheCandEs annual report, we explore the candidate experience journey around the world, from pre-application to onboarding. See the findings from 240,000 global candidate responses on the state of #recruiting and #hiring today. Download the latest CandE Benchmark Research for all of our findings here: https://hubs.li/Q02s8jwt0

Do you ask your external and internal job candidates for feedback? If yes, great! Are you making improvements to your recruiting processes based on that feedback? If yes, great! Do you know what your CandE Score is? If yes, great! If no, then it's time to participate in our CandE Benchmark Research Program. Our CandE Score is the definitive and cumulative #recruiting and #hiring industry NPS rating that captures candidate experience sentiment, perception of fairness, and their willingness to engage your business and your brand. Learn more about #TheCandEs 2024 #CandidateExperience Benchmark Program in the comments and get started today. Our program is anonymous and confidential, and there are no integrations required. ERE The CandEs

“Why is hiring so hard right now?!” If you’re struggling to find and keep top talent, our suggestion is to break the problem down into smaller parts and look at each one. Think of the hiring process in five stages. Discover: Candidates may be searching for a job type, skill, feature, benefit, industry, or specific employer. Consider: Candidates will be conducting research about your company, specifically. Apply: Candidates will expect to be treated as individuals and professionals throughout the application process. Hire (Offer, Hire, Onboard): Candidates will continue to expect clarity and excellence, and will expect to be treated as individuals. Retain: Employees will want to be connected to your mission and treated as individuals. There are specific things you can do in each stage to improve your success. Click the link below to download our free guide: “Get A Hiring Advantage In Today’s Ultra-Competitive Market”. https://lnkd.in/d5U2HAt2

Korn Ferry's recent Briefing's issue has a timely piece about the frustrations candidates are facing with technology managing a great deal of the recruitment process. Interestingly enough, employers are finding it difficult to identify and hire the best talent. Technology is a tool and works well when applied properly within the business process. Recruiting as well as other disciplines where interpersonal skills are a key component requires a balance of both technical and soft skills, a combination of art and science. Maybe it is time to get back to the basics of having actual conversations between candidates and employers. Recruiting Firms can be a great enabler of brokering that process. Share your thoughts on how companies can improve the hiring process. https://lnkd.in/eWtUhVgc

This week, The Recruiting Rodeo 🐎 recaps the 10-part "Candidate as Customer" series, launched two-plus months ago and created to improve the Talent Acquisition "experience" for job seekers, Candidates, and Talent Acquisition pros alike. Most importantly, it provides actionable and IMO, easy-to-implement solutions for Companies that care about treating job seekers and Candidates, like valued customers. Why not create a GTM Talent Acquisition strategy per Search, just like marketing, product, and sales teams do to market new products and services? Why not hand out important info re: company benefits to Recruiters -- before a Search even begins? Why not involve Recruiters in important software, subscription, and other ($$$) purchasing decisions being made at a Company when it evaluates or re-evaluates its existing or new options? If you have never recruited, or haven't done it in years, is it possible to understand the full functionality of the software, databases or subscriptions, without "auditing" (Part X of the Candidate as Customer series) the Recruiters? Seems pretty logical to me. I hope you will ride 🐎 along! #hiring #talentacquisition #recruiting #humanresources #mindfulbusiness #strategy #communications