Matthew Craven, CSM, RACR’s Post

If you’re interested in understanding what candidates are looking for in a job, here’s another helpful resource I recommend checking out: A Guide for Employers. 1. Insightful analysis 2. Practical tips 3. Actionable strategies. Bookmark it. Be Found: www.workinsight.io

Over the years, I've come to realise that every decision we make plays a pivotal role in shaping the trajectory of our future, whether it's the future of your business, a hiring choice, or financial investment, each decision carries weight and consequences - so it's crucial that you're taking the time and truly learning how to make an informed decision. Of course, not every decision you make is going to have the right outcome, but that's all part of the learning process. Trust me, as much as I hate to admit it, I've made the wrong decisions in my time 😂 Before making any significant decision, take the time to gather relevant information and analyse it thoroughly. This includes market research, financial data, industry trends, and insights from stakeholders. Look at both quantitative and qualitative data to gain a comprehensive understanding of the situation - and don't forget, you can ask for help and advice!! Read our latest blog on how to make the right decision when it comes to choosing your recruitment partner: https://lnkd.in/ewsbHzNz #thinkLINKS #decisionmaking

At Facts N Figures, we solve tough research recruitment with open client communication and creative solutions, going the extra mile for success. #ResearchRecruiting #ResearchSolutions #DataInsights #ConsumerInsights

Are you taking longer than 14 days to attract and source talent? If so, we guarantee to find talent in less than 14 days - 100% record to date - If we don't, we won't charge for that role! Is your talent leaving in the opening 6 months? With our consultancy services, we find the correct talent for your company. Again, 100% record to date. If our recommendation leaves in the first 6 months, we will replace that talent for free! We can analyse the daily monetary impact to your company with the above information and show you the cost savings using our services. Take our survey below and let us deliver a solution to your company👇 https://lnkd.in/etiNhepB #Recruitment #TalentAcquiaition #Solutions #HiringManager

Check out our first eBook focused on helping your business attract and hire the best #DataAnalyst for your team! 🌟 The purpose of this #eBook is to help business leaders navigate the complexities of hiring the right Data Analyst for their organization. ➡️ By breaking down the critical elements of recruiting for this role, the guide provides practical insights that can empower companies to make informed decisions throughout the hiring process. ➡️ This includes understanding the unique skills and attributes of a Data Analyst, defining the specific business need, and identifying the tools and experience required for success. ➡️ This eBook offers step-by-step guidance on writing compelling job descriptions, evaluating candidates effectively, and setting the right expectations for the role. Whether you're a leader in the C-Suite, technology, operations, or human resources, this guide will help you attract top data talent, ultimately ensuring that you bring onboard a professional capable of driving significant value and supporting your company's data-driven initiatives.

Is it fair for a company to expect a candidate to complete a 5 slide presentation task that required 3 hours of work(their words not mine) plus external research and then reject the candidate without allowing them to present their work? I received their rejection email yesterday and it's the first time during this whole process that I've felt really angry and properly exploited. I mean the first thought that comes to your mind is that my presentation was probably bad but that wasn't the case. I asked the HR (yes, I had to ASK) for feedback and their reply was that although my presentation was of a very high quality, the other presentations were able to tell a better "story" through data analysis. The most Corporate/HR concoction ever. But here are my issues with that: 1. How can you judge the quality of a story and the data analysis behind it without actually allowing the storyteller to present their work? 2. There are enough AI tools out there to make up a pretty presentation but the real test lies in actually asking a candidate to present their work to test their depth of knowledge and analysis. 3. This task required external research so how is it okay to reject a candidate without asking them about their research methods and understanding their approach? 4. Their task brief said that the next part of the process would be to present this panel so naturally I took a more visual direction and wanted to tell my story through those visuals during the presentation. 5. I was told to reach out if I had any questions or doubts but when I did, I received no response. The icing on the cake was that they chose to communicate their decision on a Friday afternoon! I hope there's a special place reserved for people who think that's okay. What do you guys think? Are my feelings valid or was the approach of the company acceptable?

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Here are some of the highlighted jobs I shared this week in my newsletter! If you're looking for work please subscribe and use my research to help you with your search: https://.https://lnkd.in/grvSjY_E

New Blog Alert! We’re excited to share our latest post: "Revolutionising Early Career Recruitment with Advanced Analytics." This comprehensive article dives into how data-driven strategies are transforming the recruitment landscape, offering you in-depth analysis, actionable insights, and expert opinions. Read the full article and join the conversation. Share your thoughts and insights in the comments below—we’d love to hear from you! Read the full article here: https://lnkd.in/eTAUWYm4 #ThoughtLeadership #IndustryInsights #ProfessionalDevelopment #Innovation #ExpertAdvice

Steve Jobs was known for delivering far more than expected and taking the road less traveled. This is evident in a letter he wrote over 40 years ago, which is still being talked about today. The added value from this letter goes far beyond a simple autograph. It's a reminder to ask yourself, how can you add value and be different? Take a page out of Jobs' book and strive for excellence in all that you do. #SteveJobs #Excellence #ValueAddition #Differentiation