When it comes to hiring candidates it is important that the employment opportunity is in-lined with what the candidate is looking. There are 3 key areas that a recruiter is looking for when screening a candidate.

1. Commitment and motivation
2. Cultural Fit
3. Remuneration

Communication and motivation is where the candidate should clearly articulate and communicate their background to the specific organisation and apply examples using the system STAR (Situation, Tasks, Action, and Results). Below is a very good example from Deloitte on the STAR approach for candidates to answer interview questions.

Cultural Fit is where the candidates work history and ethics fit must with a company. For example, if the candidate comes from a corporate background where they are used to having resources with limited restraints and the management is very structured. Would they fit in an environment that is not structured with very high restraint of resources like a non-for-profit?

Remuneration is usually the make or break deal for candidates to take a new job. The candidate must do their own research in the market and know their value worth. They must know their lowest remuneration and be realistic and genuine on what they want to get paid in order to live the lifestyle they want to.

A lot of time recruiters will cut the interview process if they know that a candidate is looking to get paid more then what is being offered. If a recruiter doesn’t specify the remuneration and the candidate goes very far in the interview process, then finds out that the remuneration is below their minimum requirements, the candidate will not take the job, which will result in a lot of time has been lost.

Please have a look at Deloitte’s Interviewing Tips and share your comment!

What do you really think of social networking? Are you using MySpace, Linked-in, Facebook, or any other social networking to look for candidates? If so have they worked for you, how many candidates have you gotten?



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Thank for listening to our podcast session on The Art of Advertising we look forward to hearing your thoughts about the podcasts session.

The 3 key areas of The Art of Advertising for are job are:
1.    The creation of a job itself and making sure that the content provided is unique to that specific job. Key words are supposed to be contained in the job description and title, this help candidates search for jobs and help the recruiter locate better candidates. The first paragraph is key to any ad because that is where the candidate will get an idea if they are interested in the job or not. The body is just supporting material.
2.    Leveraging the features of job boards such as Seek, MyCareer, and CareerOne for example categorising each specific job opportunity like job salary.
3.    A lot of recruiters are afraid to ask screening questions because they think it will discourage candidates to fill out the application. The reality is screening questions will help you save time and help you to better filter your candidates which is really viable in a candidate short market

If you have any opinions or suggestions please feel free to comment bellow.