Brookwoods Group is sponsoring the AMA Marketing Edge this November, come and join us for an afternoon intriguing conversation and speakers
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Skills, experience, and education have always been important, but while companies look to the future, they see the value in building a culture. And that means going beyond the bullet points of a well-constructed and thoughtfully designed resume.
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However, even in its most advanced incarnation, recruiting technology is far from perfect and can actually add more time to the process while screening out more suitable candidates.
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As the world beings to normalize after the global pandemic COVID-19, businesses will be looking for ways to be more efficient and pro-active, to make up for the losses they've suffered during the crisis.
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Veterans are quick on their feet and ready to adapt to any situation you throw their way. Part of being in the military means they could go into a location ready to fight but end up doing humanitarian aid, such as building a temporary hospital.
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An external staffing agency can help you reduce unconscious bias in the hiring process by screening possible candidates based on the detailed briefs you outline. A third-party firm is neutral and can find you the best candidates for the job.
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Showing up for a video conference meeting like Zoom is not so different from showing up in person. Dress up, look good and make sure you’re on your best behavior.
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Before you head into your Zoom meeting, prepare for it in the hours leading up to your appointment. Have the foresight to prepare beforehand and you could save yourself both aggravation and embarrassment during your call.
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When you’re investing in top-talent recruiting, your process should optimize the interview process to increase the chances of only the candidates who offer the best skills, experience, and culture fit of making it through.
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Having a proven process that finds candidates who are a perfect fit and strategically optimizing your hiring processes will help lower turnover and allow you to focus on business goals with more precision.
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How do you find the right professional, one who’ll add value to your team and fit into your organization’s culture? How do you tailor your recruiting process to lure the best candidates, reject the ones who are clearly not a good fit and make sure the right candidates make it to the later rounds of interviews?
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