WorldBridge Partners - Leaders in Recruiting and Executive Search

The biggest challenge in a recruitment business is to get your teams to replicate doing what's been proven to be successful in your business. As owners or leaders, we need to be constantly learning and exploring what are some new ways we might go about achieving things even more effectively. But, whatever is "the way" of doing things that generates the greatest results, that then needs to become the way that the whole business operates. And that's a challenge, in modest-sized businesses let alone larger ones! Hope this short video is a help with this - and, as always, would welcome your thoughts in the comments... #RecruitingTips #RecruitmentAdvice #Training

The biggest challenge in a recruitment business is to get your teams to replicate doing what's been proven to be successful in your business. As owners or leaders, we need to be constantly learning and exploring what are some new ways we might go about achieving things even more effectively. But, whatever is "the way" of doing things that generates the greatest results, that then needs to become the way that the whole business operates. And that's a challenge, in modest-sized businesses let alone larger ones! Hope this short video is a help with this - and, as always, would welcome your thoughts in the comments... #RecruitingTips #RecruitmentAdvice #Training

Looking to connect with candidates who are the perfect fit for your company? Here are 3 tips for better career matching. 👇 As a hiring manager, it's crucial to align candidates with positions that fit their goals, interests, and aspirations. But what does this look like in practice? ➡️ Rethink the interview process Allow candidates to choose their interview format—whether it’s a presentation, workshop, creative task, or traditional interview. This approach helps both candidates and employers understand each other on a deeper level. Your team will gain insights into how a candidate operates best, while the candidate can gauge if your company aligns with their personality and working style. ️➡️ Lifestyle matching From the outset, provide a comprehensive picture of your company culture. This will attract candidates who are a good fit and help avoid time and resource wastage on mismatched candidates. To support values-based hiring, clearly state your company’s stance on key issues such as diversity, sustainability, and social impact, and outline how the successful candidate can contribute to these goals. ➡️ Be adaptable A one-size-fits-all recruitment process doesn’t work for every role or candidate. While some may prioritize a high salary and benefits, others might be more interested in a role that allows them to make a meaningful impact. Being flexible and adaptable ensures a tailored recruitment experience for every candidate. How do you ensure a good career match for your hires? Read more here: https://lnkd.in/gVHj7CX6 #Hiring #CompanyCulture #TopTalent

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The biggest challenge in a recruitment business is to get your teams to replicate doing what's been proven to be successful in your business. As owners or leaders, we need to be constantly learning and exploring what are some new ways we might go about achieving things even more effectively. But, whatever is "the way" of doing things that generates the greatest results, that then needs to become the way that the whole business operates. And that's a challenge, in modest-sized businesses let alone larger ones! Hope this short video is a help with this - and, as always, would welcome your thoughts in the comments... #RecruitingTips #RecruitmentAdvice #Training

Let's take a moment to highlight the traits of successful recruiters. This could be to your own benefit, or to help you in assessing the strengths of your team. Great recruiters understand the importance of building relationships. Good recruiters are also always where there is a sense of urgency. The level of urgency in a job order is the most crucial factor for an employer, and recruiters focus their efforts accordingly. A remarkable recruiter is adept at asking insightful questions, and they never run out of them. There is always another question to ask. Listen in for more - and what else would you add to the list?

We all know that boosting employee retention is important...  But how do you go about doing it in notoriously high-turnover roles such as marketing and sales?  Here are some practical tips from Forbes Human Resources Council members:  👉 Be direct, honest, and transparent in your communication, including in job descriptions.    👉 Emphasize collective responsibility to share success and failure across functions.    👉 Clearly outline performance expectations during the interview process.    👉 Offer mentors to provide guidance and stability to new hires.    👉 Screen candidates for experience, skills, 𝐚𝐧𝐝 traits that suggest a good cultural fit.    👉 Invest in career development, skills augmentation, and career pathing for your staff.    👉 Ask your staff for input to learn exactly what they want, need, and expect from an employer.    What does boosting employee retention look like to you?    You can hear even more perspectives here: https://lnkd.in/eTWK-D2a    #Recruiting #HiringTips #EmployeeEngagement

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In a 2024 LinkedIn report, 'quality of hire' was crowned the number one topic that will shape recruitment over the next five years.  The question is, how do we go about measuring it? 🤔    In theory, quality of hire is a simple enough metric to wrap your head around.    But when it comes to actually tracking and measuring the quality of new hires, that's where it gets a bit harder.    In a recent article, journalist Laura Hilgers posed the question to a handful of talent acquisition leaders.    Here's what they had to say on the matter:    👉 Hung Lee, curator of the Recruiting Brainfood newsletter    'We have to connect two sets of data — candidate assessment scores and employee performance ratings — that usually live on different systems, managed by different departments.    Breaking through departmental silos and creating a holistic people function is the best way to connect the two."    👉 Tim Sackett, president of HRU Technical Resources  "The better measure of success for talent acquisition is the quality of the applicant, which is a simple measure of screened candidates compared with candidates selected for interview by hiring managers.  If your TA team is doing its job well, you want it to be in the 80%–90% quality of applicant range."  👉 Jennifer McClure found and CEO of Unbridled Talent  "I'm excited about the opportunity that AI provides us to significantly enhance quality of hire assessments. Machine learning algorithms can analyze employee performance data, identify trends, and predict long-term success.   AI-powered tools can also assist in setting and tracking objectives, modeling optimal career paths, and comparing new hire performance against established benchmarks."  What's your approach for measuring the quality of your hires?  Read more perspectives in the full article: https://lnkd.in/djvHzV9D  #Recruiting #Hiring #TalentAcquisition

🚀 Our Latest Newsletter is Live! 🚀 Curious about how to tackle common employer objections to recruitment fees? We’ve got you covered! In this edition, we look into: 🔹 How to address the "we knew the candidate" excuse 🔹 Why speed doesn’t mean less effort (and how to prove it!) 🔹 The importance of a signed fee agreement 🔹 How to handle last-minute renegotiation attempts Don’t miss out on our pro tips to protect your hard-earned fees and keep your recruitment process smooth! Read the full newsletter below! #RecruitmentTips #Newsletter #Recruiters