Marketing Yourself in Recruitment
 A new addition to our Knowledge Centre - how to market yourself during job search More...
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Published by: Hirescores on 02/10/2007
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Looking at interview Questions: interests and hobbies
 This commentary explores the opporutunities and pitfalls of interview questions that ask you about your interests and hobbies More...
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Published by: Hirescores on 13/10/2007
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Are you an interviewing STAR?
 Using the STAR approach to inteview questions will make you a Star! More...
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Published by: Hirescores on 13/10/2007
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Interview questions - being asked about yourself
 Very few interviewers manage to resist the urge to ask the question about you - the strenghts and weaknesses question. Be prepared for it - waffling or staring blankly at the interviewer when asked a question like this does not get you 'top marks' More...
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Published by: Hirescores on 13/10/2007
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Looking at motivational questions
 In the fifth of our series we are looking at the question Why do you want to leave your current job/employer? More...
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Published by: Hirescores on 16/10/2007
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Using motivational questions in recruitment
 In this blog we are looking at the question What do you like most about your current job? More...
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Published by: Hirescores on 16/10/2007
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Behavioural interview questions
 Behavioural interviewing techniques are increasingly being incorporated (and quite rightly too!) into the interview - sometimes as a dedicated interview but often just in terms of the style and type of questions asked More...
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Published by: Hirescores on 17/10/2007
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Recruitment Resource Planning
 Step One: establishing the type and number of vacancies. Clearly the foundation step - and not always quite as obvious as it might at first seem More...
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Published by: Hirescores on 17/10/2007
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Defining the job vacancy
 Step Two: defining the job that needs to be done provides a strong foundation to a successful process. This article looks at key questions and recommended practice More...
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Published by: Hirescores on 18/10/2007
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Recruitment and Selection Defining the job requirements
 Step Three: this step focuses on the requirements of the job - what will you be looking for in your ideal candidate? It is important to focus on real requirements and also to separate out the essential and the desireable - it helps you when you get to de More...
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Published by: Hirescores on 18/10/2007
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Attracting candidates to your vacancy
 Step Four: using analytical thinking and imagination together is what gets you the best candidate pool. One of the tricks it to track down sources of candidates that your competition have overlooked More...
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Published by: Hirescores on 19/10/2007
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Recruitment and Selection: Shortlisting
 Step Five: this is the stage in the process where you start to evaluate quality and filter the applications down to a manageable size More...
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Published by: Hirescores on 19/10/2007
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Interview Best Practice - Dress for Success
 'What should I wear?' is a question we often ask ourselves and those around us. ndt it is never more important than at an interview. Not only is it important that we look the part but we also do not want to feel at a disadvantage. More...
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Published by: Hirescores on 19/10/2007
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Collecting Candidate Recruitment Data
 Step Six: recruitment and selection is all about making decisions on who to hire - first finding enough people to decide on and then collecting enough information to make that decision More...
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Published by: Hirescores on 20/10/2007
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Making the recruitment decision
 Step Seven: Making the right decision means the difference between a poor outcome, and acceptable one and a really great one. This is the time for focused, analytical thinking, balancing the pros and cons, considering the big picture; and also thinking a More...
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Published by: Hirescores on 20/10/2007
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Taking references before recruiting
 Step Eight: this step, or rather the ommission of this step, has been a topic of much press reporting. Stories of how even the most senior positions can be filled with scant regard to reference checking abound. And given how easy it is to arrange these More...
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Published by: Hirescores on 22/10/2007
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Pre-employment health checks
 Step Nine: Undertaking a pre employement medical is a sensible precaution but one that requires professional medical expertise More...
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Published by: Hirescores on 22/10/2007
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Making recruitment appointments
 Step Ten: Holding your nerve is critical during the appointment phase and it really helps to be prepared. More...
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Published by: Hirescores on 23/10/2007
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Giving Feedback to Job Applicants
 Step Eleven: Feedback. Plan up front how you intend to do this so that you keep the correct notes and set your candidates expectations accordingly More...
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Published by: Hirescores on 23/10/2007
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Recruitment and Selection Induction
 Step 12: it is so easy to underestimate the benefits of a proper induction but the benefits can be measured in both financial and human terms. More...
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Published by: Hirescores on 24/10/2007
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Evaluating recruitment selection processes
 Step 13: you are almost there! All you have to do now is make sure you did a good job and capture learning for the future. Hiring someone into your team or your company is one of the most expensive decisions you make - so make sure you do it well. More...
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Published by: Hirescores on 24/10/2007
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The opinions expressed in this blog are those of the authors and do not necessarily represent the views of HireScores.com. The contents of these articles are intended for general information purposes only and shall not be deemed to be, or constitute legal or professional advice.
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