Are you guilty of insane recruitment?

Einstein’s theory of insanity is doing the same thing over and over again and expecting a different result. Are you guilty of that with your approach to recruitment and selection? Would you like to get ahead of the competition and be able to grab the best talent that is available to you?

The world of recruitment and selection has moved on rapidly in recent times, particularly with regard to how Millennials and Generation Y seek and apply for new jobs, but many employers still use old and outdated methods of recruiting and selecting applicants. In many occupations, employer demand outstrips the supply of candidates, whether for skilled or unskilled roles. If you would like to stand out from the crowd and have a better chance of finding and retaining the right people for your organisation you may be interested in our report – How to be a best practice talent grabber. This report reviews best practice and provides guidance on how to get ahead of the competition.

64% of high performing people would rather apply for a role themselves than be sourced by an external recruiter, according to Indeed. Respondents felt that they had more confidence that they would be successful in a job they chose for themselves as well as being the right fit for the organisation.

For many companies the turnover of new staff is high as both parties decide that the role/employer/staff member is not for them. The cost of constantly churning through a recruitment process is also high, not only in wasted advertising costs, but also in the huge amount of time it takes to constantly interview new candidates, or in fact manage without someone in that role.

Time and again interviews have proven to be really poor indicators of whether someone is going to perform well in a role, but employers and their managers continue to make selection decisions on the basis of poorly conducted interviews. There are many other more valid predictors of ability that can be used in a selection process, but the majority of jobs are still offered using an interview as the sole method of selection.

If you are ready for a change in the way you recruit and select new staff and recognise yourself or your managers in the description above, please click on the link below for a free copy of our report – How to be a best practice talent grabber – which reviews recruitment and selection practices and provides guidance on how to get ahead of the competition.

How to be a best practice talent grabber

I would like a copy of your free report - How to be a best practice talent grabber.

Current News
“Seeing CHaRM operate has shown how things should be done”