Tag: recruiting

20 Jun 2019

How different types managers can benefit from video interviewing

Finding good and quality talent is essential to any company development. The characteristics of managers leads to different approaches to the recruiting process.  The use of video interviewing is however, able to assist these different types of managers and aid in the recruiting process and make it seamless. Here are some of the different types of managers and how video interviewing can assist them:

1. The Procrasta-Manager

So, it’s safe to say some managers (and people in general) procrastinate, and possibly on a regular basis. The decision to hire a candidate shouldn’t wait until the last minute and be a hurried choice. For those procrasta-managers who hire with haste, video interviewing can be the solution that takes your candidate choice from a rushed judgment to a more educated assessment of talent fit.

Video interviewing provides a window into the candidate’s cultural fit. Sharing candidate files with other colleagues to get a well-rounded assessment of the talent’s company helps the hurried hiring manager (who doesn’t have the time to spend contemplating it themselves). It keeps candidate information organized, so their interviews are easily accessible.

2. The Micro-manager

A micro-manager is a boss, manager or supervisor who provide excessive supervision of their employees. The traits that make a supervisor a micro-manager are hard to break; they measure too much, they monitor too closely. Much like helicopter parents, helicopter managers hover.

They have a hard time completely passing a project to their team, so they have to give their input on every… single… detail. Video interviewing can help slow the hovering propellers of a helicopter manager during the hiring process. Using video while assessing candidate allows micro-managers full access to the potential candidates for review and to provide input on spot without necessarily having to physically hover over their colleagues.

3. The Passive Manager

The passive manager sits back as no one takes charge of projects or decisions. This is where video interviewing comes in to give them – or rather, force – a bigger voice.

With the interview tool, other managers are able to review the candidate interviews at their own convenience. This gives hiring managers who tend to let others make the ultimate decision, the power for the “go-ahead.”

Read more:

https://recruitingblogs.com/profiles/blogs/how-4-types-of-hiring-managers-can-use-video-interviewing

 

 

 

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11 Jan 2019

CHRS celebrates employees at inaugural Grand Gala

Since August 2010, Caribbean HR Solutions has been providing seamless Human Resource Outsourcing (HRO), Recruiting, Payroll and Business Process Support solutions to new investors entering the business landscape of Jamaica. The company has been making its mark by servicing major players within the Manufacturing and Tourism and Airline industries as well as being a key contributor to the rapid growth in the Oil and Gas and Business Process Outsourcing (BPO) industries.

We have supported our client base by providing them with our high-quality HR Program Outsourcing, Payroll & Benefits, HR Consultancy, Executive Recruiting, High-Volume Recruiting and Employer of Record (EOR/PEO) services. Our business success is marked by our depth in local and global HR Expertise, the skillful deployment of HR Technology, and a genuine approach to Relationship Management.

As a company we have had a great 2018 and we are thankful to all our employees, clients, shareholders, and partners for their hard work and support. We capped the year off with our 1st CHRS Grand Gala that was held at the Day-O Plantation. As we celebrated this milestone, the Jamaica Gleaner was on hand to celebrate with us. See the link below to their article

http://jamaica-gleaner.com/article/social/20181221/caribbean-hr-solutions-celebrates-employees-inaugural-grand-gala

 

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13 Dec 2018

Why you should outsource your recruitment

Recruiting a new member of staff can be a time consuming task and hiring decisions shouldn’t be taken lightly. You need to think realistically whether your team have the time an expertise to find the best individual to join your business.

If the answer is no, then you may want to consider outsourcing your recruitment. After all, it is a recruiters job to find the best candidate available, so they will be equipped with the experience and resources to fill the position quickly and efficiently.

If you’re not sure about whether you should outsource your recruitment or not, here are a few reasons it could benefit you.

1) Focus can remain on business

Taking time out to focus on recruiting new employees can result in neglecting your usual job, that could be important to the running of the company. By outsourcing your recruitment, you can leave the job to the recruiter while you attend to your usual business.

2) Improve the quality of hires

You may find that you have trouble finding and recruiting qualified candidates by yourself and this isn’t necessarily a reflection of your company or the salary being offered, and rather an indication that you aren’t searching in the right place. Recruiters are experts at seeking out the best candidates on the market. They know where to look, what qualities to look for in an individual and how best to approach people about a job; making them qualified to speed up the process and improve the quality of hires.

3) Reduce costs

Hiring can be expensive. From the labour required, to posting ads on job boards and conducting background screening, the costs can really mount up quickly. By using a recruitment agency the cost is all rolled into one, so could reduce spending in the long run. Outsourcing recruitment can also save staffing costs of an in-house recruitment team, as well as reducing the chance of losing money to a bad hire.

4) Keep up with demand

Fast growing companies may find it hard to keep up with the recruitment needs and demands that they are facing, as they don’t have the time and resources to manage it in house. Recruitment agencies will be better qualified for handling a high volume of roles at one time, as well as having the advantage of being able to dedicate all of their time to it, rather than juggling it alongside other duties.

5) Reduce turnover rate

A poorly run recruitment process could be to blame for a high turnover rate which can have financial implications for a business, as well a disruptions to productivity and ongoing projects. A high turnover may not necessarily be a reflection on your company in general, as it may just indicate that candidates just aren’t a very good fit for the company, would could come as a result of a poor recruitment process. Recruiters are well practiced in assessing what kind of people will be suitable for a certain role and the company culture, so could assist in placing individuals who are better suited to the business and will stay in the job for longer.

Caribbean HR Solutions are proud to support you in your recruiting outsourcing needs. Call us at 1-876-971-7632 or email sales@caribbeanhrsolutions.com.

Taken from

5 Reasons Why Companies Should Outsource Their Recruitment

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29 Nov 2018

Improving Candidate Experience

Let’s face it – The hiring process is stressful for both sides. The job seeker is putting their talents and career future on the line, which is a vulnerable place to be. The organization is investing considerable resources in hopes of finding a star in the making. This is important stuff.

 And yet far too many organizations make a mess out of the candidate experience in the recruiting process. This is astonishing and just plain self-destructive.

In other words, a good candidate experience is brilliant marketing for an organization; a bad one is an ongoing black eye for people interested in your employer brand. Devastating as that is, this fact is even worse: a bad hiring experience may cause the right applicant to turn down the job. Top talent has no desire to work in a disrespectful organization with leaders who simply don’t care about the recruiting process.

Savvy organizations turn HR into a powerhouse marketing and recruiting tool. Here are some steps you can take to follow their lead:

1) Walk in the job seeker’s shoes. We’ve all been job seekers at some point in our careers. As you design or improve your hiring process, keep the applicant experience front and center at all times. Yes, this is about fulfilling your organization’s needs, but the more you understand and design the process from the applicant’s point of view, the more successful you will be. Role-playing can be invaluable here. Have a team member play an applicant as you design each step of your process.

2) Communicate. Remember that disgraceful statistic: over 70 percent of online applicants never even get a form reply. This is often a symptom of dysfunctional Leadership and HR; it violates the rules of common human courtesy and smart communication. You must explain every step of the hiring process to an applicant. Always meet the deadlines and markers you have established. If for some unforeseeable reason, you’re unable to, communicate that swiftly and directly to the applicant. Stay transparent and honest all the way through.

3) Bring employees in the process. Jobs don’t exist in a vacuum. You want to hire people who are going to mesh with your culture. The best way to ensure this is to seek employee input in designing and implementing your hiring. A fresh pair of eyes can sometimes provide just the insight you’re seeking. And consider having promising candidates meet with their possible future teammates to gauge workplace culture fit. Too many HR departments want to guard their culture against the world. That’s a mistake. Moliere once said: “I take my good where I find it.” He’s one smart guy.

4) Personalize the recruiting process. You’ve heard me say it again and again: when it comes organizations and their people, one size fits no one. You want a hiring process that has built-in flexibility, not rigid rules. Some of the best talent is idiosyncratic, eccentric and maybe even a bit weird (exhibit A: Steve Jobs). The last thing you want is a process that eliminates stellar talent for bureaucratic reasons. Yes, a college degree is nice, but is it really the key determinant of an applicant’s future performance? Methinks not.

Hiring lies at the very heart of HR and Leadership. When candidates are hired after a positive experience, they hit the ground running, their commitment to your organization having been nurtured and strengthened during every step of the process. When candidates aren’t hired, they walk away feeling respected and appreciated, and are far more likely to recommend other talent look into your organization. This is world-class HR. And you can make it happen!

 

Read more

https://www.forbes.com/sites/meghanbiro/2013/12/08/5-tips-for-a-winning-candidate-experience/#6ef020891ee5

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01 Nov 2018

Can Psychometric Assessments help me find the right person for the job?

Choosing the right person for the job has long been a problem that many employers have struggled to address. Poor selection may have disastrous consequences for both the employee and the organisation. From the organisation’s perspective, the cost of hiring and training an inappropriate candidate can be very high in terms of lost productivity and revenue, reduced efficiency, increased absenteeism, reduced morale, the cost of the selection process itself and the cost of retraining new personnel. From the employee’s perspective, being selected for the “wrong” job may have consequences ranging from loss of motivation, reduced job satisfaction, increased work stress, failure to progress in their career, to more clinical manifestations such as depression and anxiety.

Employers have attempted to resolve the selection problem by using a variety of methods to aid selection accuracy. However, over the years many of these have been “faddish” and lacking in predictive validity. Today, methods such as hand writing analysis, astrology and reliance upon written references (that inevitably praise the candidate) have given way to more valid methods.

Numerous studies have shown that modern psychometric assessment is one of the most valid predictors of future job performance. With increasing frequency, employers are now turning to psychometric testing to aid in selection decisions as well as evaluation of personnel.

Why use psychometric assessments?

  • Objectivity – good psychometric assessments are standardised on a large sample and provide normative data across a wide range of demographics and age cohorts. Well selected tests will allow you to demonstrate talents that may otherwise not be evident.
  • Validity – psychometric assessments are a more valid method than interviews, academic achievement & reference checks, and when utilised in combination (for example in an assessment centre) are highly predictive of future job performance.
  • Cost – the cost of selection errors is large for both the employer and the employee. Psychometric assessments help to minimise costs while maximising potential fit between the candidate and the job.

So what exactly is psychometric assessment?

A tool to aid in the candidate selection and decision making process.

Psychometric tests do not and should not stand alone as the only selection method.

Psychometric tests are carefully developed for specific purposes and need to be utilised for the purpose for which they were intended. The tests used in the selection setting are purpose designed to help fit your talents, personality and attributes to a job that suits you. They are not designed to reveal your innermost secrets or uncover confidential information about you.

Reputable tests have undergone rigorous research before being released, and published technical manuals provide research evidence of their reliability and validity for specific purposes.

Caribbean HR Solutions are proud to be a provide support with Psychometric Assessments and all other support for your hiring needs. For more information contact us at 1-876-971-7632 or email us at sales@caribbeanhrsolutions.com.

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04 Oct 2018

Why you need to improve your candidate experience?

Traditionally the job/labour market would favor the employer. There were few GOOD jobs and multiple candidates. Many companies had the liberty of posting a good job and receiving dozens of great qualified candidates; put these candidates through the hiring process at your companies pace and then make an offer – hiring process complete. However, all things must come to an end and looking at the current job market it is the complete opposite. Many companies are hiring and the top candidates are now the ones in demand and not the company. So how does this affect companies in 2018? Candidates are now choosing their employers and the time-consuming rigorous hiring methods that were previously so successful will not work in securing a top-level candidate.

The hiring model that was previously used in years gone back are therefore ineffective to be used now and if companies want to remain competitive in the hiring process, it is necessary therefore for them to adjust their hiring model, if not already done.

Why is it important?

Candidate experience during the hiring process is now becoming increasingly important for companies.  Potential candidates share their hiring experiences online and in-person particularly if they are bad. These negative reviews can prevent others from applying for roles within the company and will ultimately affect the company’s hiring goals as well as its objectives. One Forbes report indicated that “the candidate experience during the recruitment process not only determines their willingness to join the company, it also shapes the relationship they have with the brand and their willingness to make purchases from a company longer-term.” Bad candidate experiences can even impact the financial gain for the employer.

It was identified by Forbes article that given that the job market is the way it currently is “Often the best people are being recruited by multiple companies simultaneously. By improving the total candidate journey and creating positive moments of surprise within it, a company creates an opportunity for itself to achieve differentiation and to convert the best candidates into new hires when all else is equal.” If companies hope to remain competitive and retain the best talent it is important that their candidates have a positive candidate experience. As the saying goes first impressions last.

So how do we change our hiring process

A complete change of the recruiting and hiring process would require investments in both time and resources and might not seem feasible right now. Here are a few of the tips suggested in the Forbes article Here’s why you need to improve your company’s candidate journey – and how to make it better.

  • Identify all candidate experience touchpoints – It should identify every point along the entire talent acquisition process; everything from brand discovery to job descriptions, the online application, telephone and in-person interviews, the job offer – all the way through onboarding activities.
  • Analyze the current situation – Find out how good (or bad) your company is at each contact point along the candidate journey. Use surveys, interviews and speak with recently hired employees to assess the current situation.
  • Determine areas for improvement – Rate your company in each area of the candidate journey to discover the areas needing the most improvement. Then, determine where you can make the biggest impact, how long it will take and the resources necessary (people, technology tools and budget).
  • Dedicate qualified resources –To improve the candidate journey experience, dedicate enough qualified resources and budget. Especially helpful are resources who have marketing/communications and branding experience and who also have in-depth knowledge of HR, expertise in process improvement techniques and are tech-savvy.

Read more

 

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