Employer toolkit
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1) Attracting the best talent
Writing an eye-catching job advertisement is important if you wish to attract the very best talent to your organisation, but before jumping into advertising the role ensure you’ve mapped out a blue print for the role and the type of employee you are seeking. Clarifying key aspects of the role such as the job description and primary responsibilities, essential required skills, reporting structure and key stakeholders, potential start date, salary band, etc are just a few of the considerations. This article provides advice on putting together a solid approach to attracting the best talent for a new or vacant role.
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2) Effective review of resumes
When posting a job advertisement, there is always the danger of your inbox being flooded and overloaded with CVs - many of them will be relevant and encouraging, but some of them may not! So how do you separate the hot prospects from the cold leads? Candidate recruitment is in our DNA here at Curamoir and as such we have extensive experience and understanding of how to review a resume and what to look for. We share some of the tips and tricks of the trade in this article.
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3) Planning your job interviews
Interviewing candidates can seem straightforward and simple. Consequently, hiring managers often dive straight in to the interview process without much planning or forethought. Investing a little more time upfront preparing for the interview process can make the whole experience more productive and less stressful. Read on to learn a little more about optimising the interview experience for all.
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4) Conducting the job interviews
Quite often it can be more daunting to sit on the client side of the interview table than on the candidate side. We have outlined some tips in the article below to guide you through the interview process and discover a few ways to put yourself and the candidates more at ease.
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5) Conducting reference checks
Speaking with a job candidate’s references can provide a valuable, independent check on the candidate’s qualifications, work experience, past performance appraisals and their individual strengths and weaknesses. Planning ahead and noting down the questions to ask can ensure you get the answers and insights you will need to help make a hiring decision. Reference checks are equally not without their limitations though. Reading this article should provide you with some tips and considerations for getting the most value out of reference checks.
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6) Onboarding
When a candidate commences a new role, it is an exciting time and represents a new beginning for them. They will be optimistic, excited and ready to start on their new journey. We have outlined a few key steps to ensure the on-boarding process makes them feel their enthusiasm is warranted.