Kesan pertama sangat penting dalam pasaran pekerjaan, yang merupakan sebahagian daripada sebab wawancara kerja boleh menakutkan. Sekiranya anda tertanya-tanya bagaimana untuk mendapatkan wawancara kerja dan memberikan kesan pertama yang sangat baik, kami memberi anda liputan. Di bawah ini, kita akan mengetahui sepuluh petua dan trik terbaik untuk mengadakan temu duga pekerjaan yang luar biasa.

1. Berpakaian secara profesional
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Semasa belajar bagaimana untuk mendapatkan wawancara pekerjaan, anda mungkin pernah mendengar sekali atau dua kali bahawa penting untuk berpakaian secara profesional. Memberikan penampilan yang baik tidak lebih dari membiarkan calon majikan anda mengetahui bahawa anda serius. Ini membantu anda merasa yakin semasa wawancara anda, yang boleh membuat anda kecewa, bahkan bagi mereka yang mempunyai banyak pengalaman.

2. Siapkan Dengan Sesuai

Mana-mana profesional yang tahu bagaimana untuk mendapatkan wawancara pekerjaan mengetahui bahawa persediaan pra-wawancara adalah sebahagian daripada prosesnya. Sebelum wawancara anda, cari secara dalam talian untuk menanyakan diri anda dengan beberapa soalan temu ramah yang biasa supaya anda bersedia dengan betul. Ini bukan sahaja memberi anda ketenangan fikiran, tetapi anda juga akan dapat memberikan jawapan yang bersih dan bersih kepada bakal majikan anda dalam masa terdekat. Udemy adalah tempat yang bagus untuk menggilap apa sahaja! Mereka mempunyai beribu-ribu kelas dalam talian yang dapat membantu anda mempelajari platform atau apa sahaja yang perlu anda ketahui untuk hampir semua pekerjaan!

3. Periksa Resume Anda

Walaupun anda sudah mendapat wawancara secara langsung, adalah penting untuk mempunyai resume yang dibuat dengan baik. Laman web yang berguna seperti Resume.io dan My Perfect Resume dapat membantu anda membina resume yang hebat dalam beberapa minit. Ini mungkin kelihatan seperti tempat yang ganjil untuk menghabiskan wang, tetapi menganggapnya sebagai pelaburan masa depan yang pasti akan membantu anda menonjol daripada orang ramai.

4. Ketahui Apa yang Anda Lalui

Salah satu cara penting untuk belajar bagaimana mendapatkan wawancara adalah hanya mengetahui apa yang anda jalani sebelumnya. Sebelum wawancara anda, kumpulkan sebanyak mungkin maklumat mengenai syarikat, sudut pandang mereka, dan bahkan calon penemuduga anda. Ini akan membantu mempersiapkan diri dengan cara yang lebih disasarkan dan membuat anda berjaya.

5. Buat Sentuhan Mata

Ini seolah-olah satu langkah mudah, tetapi sangat penting untuk menguasai seni bagaimana mendapatkan wawancara pekerjaan. Melakukan kontak mata akan memastikan bakal bakal majikan anda melihat bakal pekerja yang yakin dan terkumpul. Anda tidak pernah tahu apa yang boleh menjadi faktor penentu bagi syarikat. Ini juga akan memberi anda peluang untuk benar-benar mengambil tahu apa yang disampaikan oleh pengurus pengambilan pekerja. Memperhatikan ekspresi wajah adalah sebahagian besar dari mendengar, walaupun tidak melibatkan telinga secara langsung.

6. Bersikap Jujur

Sekiranya majikan mengemukakan soalan dan anda tidak tahu jawapannya, jujurlah. Walaupun anda mungkin takut bahawa ini akan merosakkan majikan sepenuhnya, ini memberi anda sejumlah kredibiliti tulen yang akan dihargai oleh penemuduga anda. Tambahan, hubungan kerja yang baik harus berdasarkan komunikasi terbuka.

7. Berehat

Perkara ini lebih senang diucapkan daripada dilakukan, tetapi perkara terbaik yang boleh anda lakukan adalah menenangkan diri anda sebelum wawancara. Cuba jangan terlalu fokus pada hasil mesyuarat. Sebaliknya, anggap ia sebagai peluang untuk membuat hubungan profesional yang lain. Lihat Lazada untuk mendapatkan bola tekanan yang dapat membantu anda berehat.

8. Anggap sebagai Pengalaman Pembelajaran

Sekiranya anda masih bimbang tentang bagaimana untuk mendapatkan wawancara kerja, cari cara untuk menurunkan berat badan dari bahu anda. Anggaplah wawancara masa depan anda sebagai pengalaman belajar, yang mana ia berkesan. Dengan cara itu, tidak kira wawancara berjalan dengan baik atau tidak, anda masih akan mendapat pengetahuan untuk menjadikan wawancara anda seterusnya menjadi lebih baik.

9. Dapatkan Tidur yang Selamat malam

Setelah anda bersedia untuk wawancara anda, dapatkan tidur nyenyak. Ini akan memastikan anda melihat dan merasakan yang terbaik semasa bertemu dengan bakal majikan. Anda mungkin berguna untuk merancang pakaian anda pada malam sebelumnya sehingga anda tidak perlu risau mengenainya pada waktu pagi.

10. Jauhkan Telefon Anda

Ingat, sebaik sahaja anda memasuki bangunan bakal majikan anda, anda pada dasarnya telah memulakan proses wawancara. Itu bermakna masa anda menunggu pengurus pengambilan pekerja semestinya fokus seperti mereka sudah ada bersama anda. Cubalah yang terbaik untuk menjauhkan diri dari telefon anda, tetap waspada, dan gunakan masa yang berharga untuk mempersiapkan diri secara mental untuk bahagian perbincangan wawancara anda.

Mempelajari cara mendapatkan wawancara kerja jelas memerlukan masa, disiplin, dan usaha yang disengajakan. Mudah-mudahan, beberapa petua temu ramah ini memberi anda keyakinan yang anda perlukan untuk menamatkan temu ramah anda seterusnya. Sekiranya anda berada di sini, anda mungkin akan berjaya mendapatkan pekerjaan anda yang seterusnya.

 

Job Malaysia Jawatan Kosong Kerja

Whether you just got a job inteview or you’ve already been hunting for job in Kuala Lumpur for months, you may be fed up with the process. Don’t despair; there’s something you can do about it. Read on to learn some of the best ways to approach your job hunt so that you can find a job quickly and easily.

Before anything, it is important to note that Jobsfinder.me/Malaysia is the only completely free job site in Malaysia at the moment used by thousands of job seekers.

Getting a job in today’s economy isn’t easy, especially jatawan kosong in Malaysia. However, if you learn good interviewing skills, you should be able to land a full time or part time job in no time. Be sure to look your interviewer in the eyes, and give good, sincere responses. You will then not be surprised when you get a call that you got the job. So always be on job alert because the different job type is something you need to keep a look out for as well. Jawatan kosong is an important part of job seekers in Selangor and in Kuala Lumpur.

A great tip for any job is to have perfect attendance. When Sdn Bhd companies are looking to lay off workers they often times look at attendance. They’d rather not pay benefits to the no-shows, so they will be first to go. By showing up every day you protect your own wallet in the long run.

Instead of accepting that you do not have what it takes to land a specific job with jawatan kosong or kerja kosong kuala lumpur, ask yourself what you can do to become a better candidate. For example, if you lack experience with a certain software program commonly used in your chosen field, look for online tutorials and how-to books. MIT and other prestigious universities offer a variety of free, non-credit online courses. Topics range from marketing research to XHTML, and completing the programs demonstrates your willingness to go the extra mile.

Before you go for your interview, do some research on the hiring company always as they look to understand potential candidates better, especially in why they are looking for kerja kosong Kuala Lumpur or jawatan kosong. Find out more about their line of business and their sales. Are you going to meet the company manager, executive or someone in the marketing department? Which category are you targeting for your jobs with? Letting your interviewer know that you have done some job type research will show him your initiative in finding information and getting results. These are good characteristics of a dependable and resourceful employee that companies sdn bhd value.

After you go on your interview in Kuala Lumpur, make sure that you follow-up on the status. This means that you should send emails to the company asking whether or not a decision has been made on your employment. This shows that you are persistent, which is a quality that Kuala Lumpur Sdn Bhd companies love manager and executive employees in their companies.

Join professional organizations that relate to your industry in Kuala Lumpur. This is a good way to get your name out there and to boost your business job alert network. Your membership in a professional organization gives you additional credentials on your resume that may make a positive difference in a hiring manager’s decision to hire you.

When you are targeting the busy city jobs in Kuala Lumpur, you need a positive frame of mind. Keep your mind on getting a job, and don’t accept failure Be on job alert. Do not live off unemployment until it runs out. Rather, be sure to fill out a reasonable number of applications on a weekly basis.

Ask questions during your interview. While you might look at this interview as them finding out if they want you to work in their company in Kuala Lumpur, you are also in control. You may not want to work with them! Use this time to ask about what the corporate culture is like, what the pay entails, and what job alert opportunities for advancement exist.

During your first week on the job in Kuala Lumpur, stay as late as you possibly can. This will show that you have a great work ethic and mean business. Furthermore, it serves to form a quality first impression with your co-workers and upper management that will be responsible for promoting you in the future.

Come up with a professional sounding email address when job alert hunting. Include your full name so that people can easily search for your email, especially if it has your resume attached, when they need to fill a position. You can stop using the email address once you’ve found a job. The best option is try and target for executive, admin or marketing jobs. Kerja Kosong part time work in Malaysia are mostly found in Sdn Bhd companies, however it does not mean you do not look at elsewhere. Kuala Lumpur and Selangor have some of the best jobs with different services in Selangor Syarikat. Executive part time jobs with local syarikat and sdn bhd companies are plenty, but you must keep applying daily.

When you are applying for jobs kerja kosong, make sure that you have a list of three reliable references prepared for potential employers & manager of the company. Do not add friends or relatives to the list since they may not be aware of your work ethic. Good references include former supervisors, co-workers and your college classmates.

Now that you know how to search for a job, you hopefully have a lot less anxiety about the entire process. Now it’s time to put all your new knowledge to use! Take some of the steps outlined above and you are sure to get the job you want soon.

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Sama ada anda kembali ke tenaga kerja setelah kehilangan pekerjaan atau menantikan wawancara pertama anda, tidak dapat dinafikan bahawa wawancara kerja yang lancar adalah suatu usaha yang sukar. Anda diharapkan untuk memuji kebajikan anda hingga tahap yang menakutkan, meremehkan kelemahan anda (tetapi tidak terlalu banyak) dan menjelaskan mengapa syarikat harus mengambil pekerja anda. Bukan mudah, tetapi kami sedia membantu. Berikut adalah sepuluh petua terbaik kami untuk memastikan bahawa anda mempunyai temu ramah kerja dengan lancar.

Jangan panik

Perkara terburuk yang boleh anda lakukan dalam temu duga kerja adalah panik. Segera menjadi jelas bagi penemuduga anda bahawa anda tidak mampu menangani situasi tersebut, dan walaupun mereka mungkin baik dan memaafkan orang, tidak ada cara untuk menjaminnya. Sebelum temu ramah anda, lakukan apa sahaja untuk berehat. Sekiranya anda meminati kerohanian, berjumpa dengan arcana utama anda. Muzik juga dapat membantu, begitu juga dengan diam selama beberapa minit untuk mengumpulkan pemikiran anda. Jangan biarkan diri anda panik jika anda dapat menolongnya.

  1. Berpakaian untuk menarik perhatian

Hampir semua wawancara kerja memerlukan kod pakaian yang bijak, tetapi tidak semuanya. Anda mungkin diminta untuk berpakaian kasual pintar atau mungkin juga secara santai semasa temu duga kerja. Apa sahaja kod berpakaian, pastikan anda mengikutinya kerana anda perlu memberi kesan pertama yang positif. Pakai pakaian terbaik yang sesuai dengan kod pakaian. Jangan cari pakaian yang dimakan rama-rama dan tidak dijaga dengan baik. Mungkin terdengar jelas bagi anda, tetapi anda akan terkejut berapa banyak orang yang melanggar peraturan asas ini.

  1. Lakukan penyelidikan anda

Sebelum menjalani wawancara kerja anda, adalah idea yang baik untuk menyelidik syarikat yang akan anda wawancara secara menyeluruh. Tampil dengan banyak pengetahuan mengenai syarikat menunjukkan inisiatif dan menunjukkan bahawa anda berminat bekerja di sana. Anda tidak perlu mengemukakan fakta yang tidak berkesudahan; hanya merasakan apa yang syarikat lakukan, mengapa anda fikir anda sesuai dengan perkara itu, dan apa yang anda bawa kepada etos syarikat sekiranya mereka mengupah anda.

  1. Ada beberapa soalan di tangan

“Adakah sesuatu yang anda ingin tanyakan kepada kami?” Ini adalah soalan yang pasti anda akan ditanya semasa temu duga kerja anda, jadi siapkan jawapan – iaitu, mempunyai senarai soalan yang boleh anda dapatkan – adalah cara terbaik untuk tetap bersedia. Anda tidak semestinya perlu bertanya kepada mereka semua; penemuduga kemungkinan akan menjawab sebilangan daripada mereka semasa temu ramah berlangsung. Sekiranya ada apa-apa di akhir wawancara yang perlu anda ketahui, pastikan untuk bertanya – kelihatan hebat jika anda berminat.

  1. Berlatih temu ramah

Sekiranya anda boleh, cuba minta bantuan rakan atau ahli keluarga untuk membantu anda menjalankan temu ramah. Pertama, biarkan mereka mengambil peranan sebagai penemuduga dan berlatih menjawab soalan yang mungkin anda harapkan untuk ditanyakan oleh pewawancara. Keluarga dan rakan anda seharusnya dapat membantu anda memahami di mana anda memerlukan peningkatan dan di mana kekuatan anda terletak. Sekiranya anda boleh, cuba ambil peranan sebagai pewawancara seterusnya dan lihat apakah anda boleh memikirkan sesuatu yang mungkin mereka tanyakan yang belum difikirkannya.

  1. Gunakan kemahiran komunikasi yang baik

Semasa anda ditemu ramah, sangat penting untuk mempraktikkan kemahiran komunikasi yang baik. Ini bermaksud mendengar seberapa banyak yang mungkin, bercakap semasa perbincangan semula jadi selingan (tidak mengganggu), dan membuat apa yang anda katakan relevan dengan komen atau pertanyaan terakhir penemuduga mungkin. Kemahiran komunikasi yang buruk akan membuat anda kelihatan seperti anda tidak peduli dengan kedudukan atau tidak memerhatikan rantaian keunggulan yang betul.

  1. Bersikap formal – tetapi tidak terlalu formal

Kami tidak semestinya bercakap mengenai kod pakaian di sini, melainkan sikap anda secara keseluruhan. Walaupun bersikap formal adalah idea yang baik – ini adalah suasana perniagaan, bagaimanapun – anda tidak perlu kaku dan kaku. Penemu ramah terbaik adalah tenang, santai, dan yakin; mereka menguasai emosi dan bahasa badan mereka, dan walaupun mereka kelihatan cekap dan bersedia untuk berjaya, mereka tidak tertekan. Cuba mencontohi tingkah laku ini seboleh-bolehnya.

  1. Jangan sombong

Tidak ada ganti rugi yang lebih besar untuk pewawancara pekerjaan daripada kesombongan. Anda seharusnya kelihatan tenang dan berkumpul, tetapi tidak sombong atau tidak mementingkan diri sendiri. Apabila pewawancara meminta kelemahan terbesar anda, mereka tidak mahu mendengar “Saya terlalu peduli” atau “Saya terlalu banyak pekerja keras”. Mereka ingin mendengar kelemahan yang tulen yang menjadikan anda sebagai orang. Begitu juga, ketika mereka meminta kekuatan peribadi, walaupun anda tidak boleh terlalu marah, pastikan tidak menyanyikan pujian anda terlalu kuat.

  1. Elakkan putus asa

Walaupun anda benar-benar terdesak untuk bekerja di syarikat yang anda wawancara, ia tidak kelihatan putus asa. Anda harus memancarkan aura seseorang yang ingin bekerja di syarikat itu tetapi yang hidupnya tidak akan berakhir sekiranya peluang itu dilupuskan. Tidak ada syarikat yang mahu mengambil pekerja terdesak; emosi semestinya tidak seharusnya masuk ke dalamnya, sekurang-kurangnya tidak pada tahap ini. Tetap tenang, profesional, dan lurus, dan anda ditakdirkan untuk berjaya.

  1. Jadilah diri sendiri

Jangan menghabiskan keseluruhan wawancara anda untuk membina persona dan berpura-pura menjadi orang yang bukan anda. Majikan akan melihat masalah ini dengan segera, dan walaupun tidak, ia akan menjadi jelas apabila anda benar-benar mula bekerja bahawa anda bukan orang yang anda katakan semasa anda ditemu ramah. Biarkan keperibadian semula jadi anda bersinar; jika anda sesuai untuk syarikat itu, anda harus menunjukkannya kepada mereka, dan jika tidak, mungkin ini bukan tempat yang tepat untuk anda bekerja.

Hari ini nampaknya setiap laman web yang anda lawati untuk menghantar pekerjaan, mereka meminta wang kepada anda. Pada masa perniagaan kecil memerlukan bantuan, mereka mempunyai lebih sedikit pilihan untuk memberi tahu pencari kerja mengenai kekosongan mereka di Malaysia.

Inilah sebabnya mengapa laman web seperti https://jobsfinder.me/malaysia/ adalah salah satu daripada beberapa laman web pengiklanan iklan pekerjaan besar yang masih memberikan syarikat peluang pekerjaan tanpa had dengan kos sifar.

JobsFinder.me mempunyai lebih daripada 10,000 pencari pekerjaan yang dikunjungi setiap hari untuk mencari peluang pekerjaan yang tepat untuk mereka di Malaysia.

Today it seems every website you visit to post a job, they are asking you for money. In a time that small businesses need help, they are having less options to let job seekers know about their vacancy in Malaysia.

This is why websites like https://jobsfinder.me/malaysia/ is one of the few big employment ad posting sites that is still giving companies unlimited job posting opportunities at zero cost.

JobsFinder.me has over 10,000 jobs seekers visiting daily to find the right job opportunity for them in Malaysia.

Why Employers And Universities Are Taking Their Career Fairs Online Job Malaysia Jawatan Kosong Kerja

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Even 2,000 years ago, Aristotle understood that we are all born social creatures. Today, we know that through evolution, those humans that were able to develop more sophisticated social skills were more likely to survive; thus, we are a product of those social experts. The ones that could empathize, collaborate and, of course, communicate, were the ones that eventually built relationships, became members of groups and tribes and passed on their genes. And those that couldn’t likely found themselves face-to-face with a tiger with no one around to help. I’ll let you follow that scene to its conclusion.

Communication is the glue that holds us together. It’s what allows us to build friendships, fall in love and even find a job. Yet unlike with finding friendships and partners, finding a job typically starts without communication.

Cue the application

Since recruiting went from offline to online, companies have been using some form of the application to begin the recruiting process. Yet, as we all know from personal experience, the application is anything but an effective way to begin communication with another individual.

It’s cold and unwelcoming.

It’s arduous and cumbersome.

It’s static and one-dimensional.

Can you imagine asking your friends to fill out applications before you agree to talk with them and consider them for a friendship?

Of course not. That’s ludicrous.

So why do so many organizations start a relationship with candidates this way?

Before we get into the reasons not to use the application to find qualified candidates, let’s pause for a sec and discuss why organizations adopted the application.

Why Employers And Universities Are Taking Their Career Fairs Online Job Malaysia Jawatan Kosong Kerja

Why organizations use applications

Before online recruiting began a couple decades ago, the process used to start with a resume from a candidate that was either mailed or dropped off in person at the organization. These resumes were reviewed by recruiters and the candidates that passed the basic qualifications were contacted (by phone) to set up a phone or in person interview.

But one of the major problems with this process was the inconsistencies in both format and information found in the resume. Sometimes critical information was missing like a phone number (how am I supposed to get ahold of you without a phone number?). Sometimes a candidate would dedicate a section to skills while another candidate would mix their skills throughout the resume making it difficult for the recruiter to identify the information necessary to fairly compare one candidate to another.

Well, with the advent of the online application, companies could ensure that they were collecting the same information from all candidates and compare apples to apples.

Need a phone number? Ask for it. Need a list of skills? Ask for it and require it.

The application also helps recruiters pre-screen and pre-qualify candidates.

Need at least 10+ year’s experience, clearance and citizenship for a particular job? Ask for it in the application and filter out those that don’t meet those requirements.

The problem with the application

Not bad. But here’s the problem with this reasoning.

The pre-qualification argument presumes that qualified candidates are applying in the first place (and they are not, as I’m sure you can attest to from experience).

And the consistency argument presumes that applications are the only way to collect consistent information which, of course, is false.

So how should we start the recruiting process? It should begin with a conversation. Here’s four reasons why.

I want you

U.s Army Poster From Ww!!

We all know that it is incredibly difficult to find and attract qualified candidates these days. The unemployment rate is hovering around 4% and candidates are in the driver’s seat. And because it is so competitive right now, employers have to go above and beyond to show the top candidates that they want them.

And asking these qualified candidates to embark on a mission to fill out an application is not the way to show you care.

Candidates are skeptical of the process. Not only is the application process long and cumbersome, there is a feeling that the resume goes into a black hole. Which many times it does.

Instead, employers should be selling to qualified candidates by offering to talk (online) just like the U.S. Army did during WWII.

In the 1940s, the U.S. Army was inviting people to come talk to Army recruiters in person. The same strategy that worked for the U.S. Army can and should be applied to today’s recruiting process. But instead of asking employers to come and chat in person, now employers have the option of inviting qualified candidates to come talk with recruiters in online conversations through chat communication platforms. Accessible, convenient and easy. Check out our video to learn more on how conversational recruiting is the future of recruiting.

Referrals are the best source for hires

The U.S. Army also relied heavily on referrals just as many employers do today. And with good reason. According to Jobvite, employee referrals have the highest applicant to hire conversion rate. And while referrals only make up 7% of applications they account for 40% of all hires!

So what does this have to do with chats and conversations?

Well, the best candidates want an inside track — someone within the company vouching for them, and the knowledge that a recruiter is passing their resume on to a hiring manager.

By offering candidates the option to chat with their recruiters in online chats, employers are giving those great candidates the fast track they are looking for. Recruiters can easily attract the most qualified candidates, engage with them through conversations, and move them down the recruiting funnel.

By starting conversations with qualified candidates earlier in the process, you turn disengaged qualified candidates into a referral.

Predictive analytics

Another benefit of adding conversations to your recruiting process is that it is much better than an application at allowing you to uncover those factors that are best at predicting employee performance.

Although it might be counterintuitive, many of the questions asked in applications, like experience and references, are very poor predictors of employee performance, according to a Schmidt, Oh and Shafers 2016 Research Report on predicting employee performance. The factors that are good at predicting employee performance are structured interviews and work samples, both of which require a recruiter or hiring manager to have an actual conversation with a candidate.

And the best part is that you can have these conversations very early on in the recruiting process through online chats. These online chats allow you to plan and structure your questions to candidates to allow you to consistently compare and assess candidates.

Candidates are asking to talk to your recruiters

Lastly, and maybe most importantly (at least from a candidate experience perspective), candidates are asking to talk to your recruiters. Research from a chatbot company, Paradox, found that one of the top questions their chatbots received was related to wanting to talk directly to a recruiter.
This fact shouldn’t be surprising if we think back to what we learned at the beginning of this post about how humans navigate the world. Candidates are human and humans are social by nature. It would make sense, then, that candidates would want to talk directly to your team.

Communication throughout the recruiting process is key. And that’s why setting the stage early on that your team is willing and open to having conversations with qualified candidates through chat is the best way to find and attract top candidates and make great hires.

At Brazen, our clients are unequivocally finding that they are hiring two times more candidates than those that don’t use chat software because they understand how humans and candidates want to engage with recruiters. Namely, through conversations.

To be social is human

Aristotle made many observations about the world and although not all of them were correct (e.g. he thought that women had fewer teeth than men…) he certainly nailed the hammer on the head when he philosophized that humans are social creatures. If you’re in talent acquisition, it’s time you heed his advice and start adding conversations and chat to your recruiting process or risk your recruiting process going the way of the humans who didn’t develop social skills.

To learn more about how you can add conversations to your recruiting funnel, please click on the link below to schedule a 15 minute demo of Brazen’s chat communication software.

Why Employers And Universities Are Taking Their Career Fairs Online Job Malaysia Jawatan Kosong Kerja

P.S. Can we send you an email with our awesome talent acquisition content every week or so?

We won’t overwhelm you and we’ll make it easy for you to unsubscribe if you ever choose to do so.

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Predicting Employee Performance Brazen Job Malaysia Jawatan Kosong Kerja

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We’ve all heard it. Your employees are your biggest expense. Which means that if we can maximize the return on our employees, we’ve just maximized the return on one of our biggest assets. And that can have a disproportionate impact on the bottom line.

To put it in perspective, Schmidt, Oh and Shafers 2016 Paper found that the output of an above average employee is twice that of a below average employee. And the difference becomes more apparent the more skilled the position.

So how do we fill our organization with above average employees so that we maximize the return on our employees? Well, it all starts with hiring top performers.

And predictive analytics can play a huge role in this process. But the factors we use in today’s hiring process are terrible predictors of future employee success, according to the same Schmidt, Oh and Shafers 2016 Paper. Let’s look at some examples.

Experience and references

Raise your hand if you’ve ever used experience as a way to predict whether a candidate would be a good fit for a role at your organization?

How about references?

I’m guessing there are a lot of hands up right now. And you’re not alone. In fact, one of the  go-to resources for HR professionals, SHRM, wrote an article a few years back titled “Reference Checking: The Most Important Step in the Hiring Process.

And on some level, it would make sense that these factors would be good predictors.

For experience, if you had to have a heart transplant, would you rather hire a surgeon who had successfully completed a dozen such surgeries over the past year or one who was fresh out of med school with no such surgeries under her belt?

For references, if you had to hire a photographer for your wedding, wouldn’t you want to talk to others that have used that same photographer for their wedding before committing significant sums of money for someone’s services on one of the most important days of your life?

But that which is obvious isn’t always true. Take, for example, the fact that most humans thought the Sun revolved around the Earth until Nicolaus Copernicus proved them wrong.

And just like Copernicus, I’m here to dispel your belief that experience and references are good predictors of employee performance. Because they aren’t. According to Schmidt, Oh and Shafer’s research, references only explain 7 percent of an employee’s performance and experience explains even less at 3 percent.

So what is good at predicting employee performance?

Top factors for predicting employee performance

The top three predictors, according to the Schmidt, Oh and Shafer research, are cognitive tests (26%), structured interviews (26%) and work samples (29%).

The common thread between these three is that each of these test how someone thinks and how someone problem solves. In contrast, references and experience are all about what someone has done or what someone says they have done. Just because someone says you have done something or just because you have done something, doesn’t mean you have the capacity to do a new job.

In a complex, ever-changing world, those that are able to adapt and problem solve are better equipped than those that succumb to repetition and consistency. And that’s why cognitive tests, structured interviews and work samples work so well at predicting performance.

From theory to application to conversation

So now that you know which factors to use to assess your candidates, the next question becomes, “how?”

For cognitive tests, there are a plethora of options. Here’s a comprehensive list of cognitive tests you can review to see what’s right for your organization.

For structured interviews, there are a few different ways you can set these up. The key is to remove all bias from the interview. That means asking the same questions to all candidates in the same order. It also means only having one interviewer in the room at a time. And it means assessing each candidate question by question as opposed to assessing all the questions for each candidate. For more details, Harvard Business Review wrote a great piece on the structured interview.

And lastly, work samples. The most common example of this is developers that are required to write code during the interview process. But this can apply to all disciplines. For example, for a marketing manager position, you may ask the marketing candidate to describe how they would overcome a situation where leads were down 10% month-over-month. Have them explain specifically how they would address certain parts of the marketing funnel like traffic and conversions. Or ask a customer service candidate how they would handle a call from an angry customer. There are plenty of work sample questions you can ask for every type of job you are hiring for. And it helps if you get the hiring manager involved.

All this should help you with predicting the work performance of your candidates. But one thing these tests cannot help with is actually finding quality candidates in the first place. And that’s why conversations with candidates at the top of the funnel become so important to your hiring process.

Conversations and prediction earlier in the hiring funnel

With application conversion rates on career sites sitting below 5% (Source: Appcast 2017 Recruitment Media Benchmark Report), it is more important than ever that recruiters find ways to engage with candidates at the point they are making a decision whether or not to enter your funnel.

Recruiting Funnel

And one way to increase this conversion rate is by providing your candidates with more options to engage in conversations. Engaging in conversations is important for two reasons. First, we have found that those candidates that engage in conversations are two times more likely to be qualified. So if you are looking for ways to predict your quality of hire at the top of the funnel, you’ll want to offer your candidates a way to start a conversation with your team.

Secondly, conversations are a way to speed up the hiring process. Why? Again, it relates back to predicting quality of hire. Whereas an application is really good at giving you experience and references (those factors not very helpful in predicting performance) meaningful conversations with candidates are really good at helping you assess for problem solving and adaptability (factors that are helpful in predicting performance). So when you engage with qualified candidates at the top of the funnel in meaningful conversations, your recruiters are naturally going to learn more about a candidate much more quickly and therefore move them through the funnel faster.

In the age of the candidate-driven market, the speed at which we engage with candidates in meaningful ways becomes the most important factor in predicting the impact our employees will have on the bottom line. That’s why meaningful conversations at the top of the funnel have become such a crucial part of the hiring process.

To learn more about how you can add conversations to your recruiting funnel, please click on the link below to schedule a 15 minute demo of Brazen’s chat communication software.

Why Employers And Universities Are Taking Their Career Fairs Online Job Malaysia Jawatan Kosong Kerja

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Why Employers And Universities Are Taking Their Career Fairs Online Job Malaysia Jawatan Kosong Kerja

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Michigan Tech University (MTU), like many universities, is constantly trying to find ways to connect their highly in-demand STEM students with employers. This typically has meant in-person career fairs, because employers have traditionally focused their campus recruiting on, well, being on campus. But time and money spent conducting and participating in on-campus recruitment can add up. And very rarely do schools come together to lessen the strain on the employers.

Cue online career fairs

This is why MTU decided to move things online, and they are leading the way when it comes to online career fairs. Instead of simply hosting online events to connect their students with employers, they’re also teaming up with other universities, in order to open up their events to more students and employers; thus, creating a massive marketplace that benefits all parties. After just their first event in March 2018, MTU, the students and the employers are already seeing great results.

If you build it (online) they will come

Our current generation of college students grew up in a purely digital world. That means that they spend the majority of their communication online. From Snapchat to Facebook Messenger to Houseparty (never heard of Houseparty? It’s an app that allows you to connect with a group of your friends or family in video conversations. Up to 16 people at once. “Let’s hangout” has a whole new meaning.).

There’s just way too much momentum in online messaging apps to expect students to communicate any other way. Like at an in-person career fair. That’s why online career fairs are so attractive to the students. They can connect to the online event and talk with their future employer from the comfort of their dorm room, lava lamps and all. Here’s what the students had to say:

“[I liked] getting to know companies from the comfort of my room.” -MTU STEM Career Fair Grad Student

And the familiarity of the chat allows them to focus less on the environment and more on selling themselves, in a more efficient way. In turn, employers get a better idea of the student’s skills and experience.

“I liked the fact that I could stay in line for multiple companies at the same time.” -MTU STEM Career Fair Grad Student

After the online career fair that MTU held in March, they sent a survey to participating students and 80% indicated they had some level of interest in attending another online career fair (I’d be happy if just 10% of folks that read this article want to read another one).

And even better than the likelihood of students to return for another online career fair is the fact that 22% of the students got a follow up interview from the event.

So it works for students, but what about for the employers?

For the employers

After the event, we followed up with about a half dozen of the employers– from Ford Motor, to General Dynamic Mission Systems, to WSP– and the overwhelming consensus was that online career fairs are just as convenient for the recruiters as they are for the students. Less travel, less setup and no headache:

“It was nice to set up our virtual booth ahead of time, to post disciplines we are hiring in. It’s often difficult to go on-site and get a full day’s commitment from our teams. But by being able to sign into the event for an hour, from your desk, we got a lot more representation from our hiring managers.” -MTU STEM Career Fair Employer

Plus, the online career fairs give employers easy access to all the data. Depending on what questions the employers are asking in registration, recruiters can see information about the students, like what classes they’ve taken, their chat history and resumes. This helps recruiters quickly move students to interviews that meet certain requirements, while pipelining others who may have potential down the road but need more time.

And so far, the quality of students has been high. Employers tagged 58% of MTU’s STEM Career Fair attendees for actionable next steps: “pipeline,” “screen further,” or “interview.” This is consistent with what we’ve seen across all of Brazen’s online university career fairs in 2018 to date: out of the thousands of attendees to online career fair events, an average of 62% of candidates are tagged for actionable next steps.

All employers we spoke to said they would return to do another online career fair with MTU and their partners.

I’d take that. And that’s why employers and universities are taking it online.

Why Employers And Universities Are Taking Their Career Fairs Online Job Malaysia Jawatan Kosong Kerja

P.S. Can we send you an email with our awesome talent acquisition content every week or so?

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Video How You Can Use Brazen To Attract More Quality Candidates Job Malaysia Jawatan Kosong Kerja

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Brazen is helping top employers convert more candidates at the top of the funnel by offering candidates the option to chat in addition to the traditional apply now. Watch our video to learn more about how this works.

[Transcript] In the past few videos we’ve talked about your recruiting challenges and why conversations are the future of recruiting. Today, we’d like to take that one step further and dive into Brazen’s platform to show you how you can use it to attract more quality candidates.

Traditionally, recruiters have limited the number of interactions on the career site to just one. Apply Now. But passive candidates expect so much more.

The future of recruiting requires that you offer your candidates more than apply now. With Brazen’s platform you can offer your candidates the chance to chat online with your recruiters. By doing so you are improving the candidate experience and increasing the number of options the candidate has to interact with you.

Our customers are attracting twice the number of quality candidates by using Brazen. More quality candidates at the top means more quality hires at the bottom.

Video How You Can Use Brazen To Attract More Quality Candidates Job Malaysia Jawatan Kosong Kerja

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Tap Into Some Of The Worlds Best Talent At Mit With Online Career Fairs Job Malaysia Jawatan Kosong Kerja

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Tap into some of the world’s best talent at MIT with online career fairs – Brazen







































$$ Pricing

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