Lack of feedback to candidates by today’s HR and recruitment professionals is quite appalling
If you want to know why recruiters in corporate Talent Acquisition departments and recruitment firms are considered in the same undesirable league as unscrupulous real estate agents and sleazy second-hand car salespeople, be ready for a blunt wake-up call.
Candidates complain to me that way too many HR people, Talent Acquisition departments, and Recruitment firms do not keep them updated on the hiring process. I just came out of an interview with a senior manager who took a day off to meet the multi-national industry leader about a big job; this meeting took place two months ago. Since then, no email nor phone call, no feedback or update what so ever. (more…)
Once upon a time, Tom was an ordinary candidate
Once upon a time, Tom Sorensen, was an ordinary candidate who experienced almost every job search faux pas in the book. Today, he’s an accomplished search consultant with over 35 years’ experience and recognized as one of Thailand’s top recruiters.
If you’re looking for real advice from someone who’s been on both sides of the table, then look no further and visit the links below! (more…)
Artificial Intelligence no match for headhunters
No match as in AI not being as good, strong, or clever as human recruiters who can actually SELL a job.
The U.S. Bureau of Labor Statistics once reported that 83% of a labor market is passive, meaning people are not actively looking for a new job. And consider that only about 20% of the six to seven million higher educated Thais are registered LinkedIn user (and a lot less are regular users that is). So what does that tell you? (more…)
The dreaded candidate black hole
It’s really hard to believe that many hiring managers and recruiters still don’t get it. That it’s a courtesy to inform applicants and candidates, who have been interviewed, that unfortunately another candidate was chosen for the job.
I love this line in the story that I quote below, that only one person can land a specific job, but everybody can have a good experience for the duration of the recruitment journey, even if they’re not ultimately the chosen candidate.
Here’s what you say on the phone or you write in the email: (more…)
Two ways to test candidate personality and intelligence before you hire
Picture a jigsaw puzzle! Then think about the next candidate you are going to interview. This candidate is like the jigsaw puzzle you just pictured, a human being put together by many different shapes and forms of puzzle pieces.
Imagine for a second that you only have one single puzzle piece and are asked to guess what the complete picture is. Likely an impossible task, wouldn’t you say?
Assessing a candidate’s profile to determine the fit to your hiring needs is not done by just reading a resume once. It’s not done by just one telephone screening and nothing else. It’s not done by a short or one-time in-person interview. It would certainly be a risk to decide whether to hire, or not, if the only thing you did was call a previous employer for a reference check. (more…)
Secrets of successful selection
There are now about 300 third-party recruiters in Thailand who are licenced to help recruit Thais for jobs in Thailand. Not many know this, but the recruitment industry in Thailand is extremely regulated and is governed by the Job Seekers Protection Act enacted in 1985 (31 years ago). Recruitment companies must submit a monthly report to the Ministry of Labour showing the names and details of the candidates they have helped place with their clients.
Tom Sorensen is a 14-year veteran head-hunter in Thailand, now at Boyden, one of the longest established players in the executive recruitment business. In the world and in Thailand. We asked Tom Sorensen to discuss the changing face of recruitment and the role of recruitment professionals. (more…)
Two easy ways to test candidate personality and intelligence
Picture a jigsaw puzzle! Then think about the next candidate you are going to interview. This candidate is like the jigsaw puzzle you just pictured, a human being put together by many different shapes and forms of puzzle pieces.
Imagine for a second that you only have one single puzzle piece and are asked to guess what the complete picture is. Likely an impossible task, wouldn’t you say? (more…)
Is Interim Executive a job for you?
This is now a career choice for many. Perhaps it’s something for you?
The interim executive is a highly skilled, seasoned manager who is available for assignments of any duration, to either lend specialised expertise to a strategic project or to fill a critical skills gap.
Interim or contract roles tend to be for a set period of time, typically several months, and tend to be more for experienced professionals with niche skills who have to hit the ground running.
Interim executives are also known as fixed-term-contract-employees. They are employed by our clients in much the same way as permanent staff but for a fixed period only. (more…)
Love at first sight in recruitment
Why is it such a surprise that many employee and employer relationships end in what I call “recruitment divorce’: Employee Leaves Employer.
It is said that 50% (or more) of marriages end in divorce. That’s a scary prospect that makes many think hard before proposing or walking down the aisle.
Love at first sight during the interview process often turns sour because the assessment was artificial and the employer fell for the candidate’s well-practiced dance.
Too many get duped into assessing presentation over performance. You have just been outmaneuvered by a candidate who had prepared better than you. Basically, you have fallen victim to the 4A syndrome. (more…)