Tagged With hiring

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There's no shortage of resume tips on the internet, but word selection is one area that's often overlooked. Believe it or not, your verb choices can have a serious impact on how your resume is received by prospective hirers - even if the listed skills and achievements remain otherwise unchanged.

This infographic from Eapplicants lists 22 action verbs that have been proven to strengthen resumes, along with a multitude of extra tips.

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Everyone knows that in order for a company to succeed it needs to have the best people with enough freedom and responsibility to let them do their jobs as well as they can. But hiring great talent can be a challenge. During a 'fireside chat' between ServiceNow's CEO John Donohoe and founder Fred Luddy, the question of picking great people came up. And while some founders can come across as arrogant and egocentric, Luddy's advice when hiring people was refreshing.

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During the opening address to Veeam's channel partners and resellers, Co-CEO and President Peter McKay discussed the company's recruitment plans for the next year. The privately owned company, which is pursuing some very rapid growth as it strives to push past the US$1B sales mark over the next couple of years, from today's US$607M, they plan to add a lot of new staff, bolstering the 1000 they've added over the last year or so.

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We've all heard about the skills shortage facing the tech industry. So, it's not surprising that people who have lost jobs in "legacy" industries are seeking to retrain and transition into what IBM calls "

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Every company is driven by people. When you first start your own business and need to expand your workforce quickly, it's tempting to hire the first decent person that walks through the door or take on an individual that isn't asking for too much money. But the important thing to remember is that hiring the right people can elevate your businesses to new heights. One startup investor has some advice about recruitment and why you shouldn't hesitate to let go of people who don't fit into your business.

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Paying existing staff a recruitment bonus if they find someone to fill a position is common business practice these days. But how about paying a new staff member to leave if the appointment doesn’t work out?

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Like many growing organisations, Australian developer Bigcommerce finds it challenging to recruit IT pros. Engineering director Soren Harner shared some of its more novel tactics, including leaving puzzles on "garage sale" style posters for potential recruits to solve.

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It seems that whenever we're involved in recruiting new technical staff that the number of applicants is far in excess of the number we can possibly interview or hire? Over recent weeks, we've published a number of stories on how to make your CV stand out so you get the interview. But I'm thinking from the other side now. How do you filter all those responses and carry out the interview?