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Move away from traditional ways of sourcing in your recruitment strategy

The current digital age has revolutionised how we source job candidates. It's become so easy simply, for example, to browse potential candidates' profiles on sites such as LinkedIn to see, at a glance, if they would be suitable. With the proliferation of recruiters and hiring managers using digital means to source candidates, most savvy individuals think twice before responding to any job advertisement for fear of suffering a 'cyber attack'. Rejoyce Ndlovu: recruitment team lead at Nambiti Technologies gives some advice to recruiters and hiring managers about new avenues to source candidates.

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Recruitment strategy: Would you rather receive a traditional CV or a link to a LinkedIn profile?

So you've made the decision to hire a new team member and your recruitment strategy needs to be informed by a very clear idea of what you're looking for. Companies go about the hiring process in many different ways. Some companies will advertise on career portals while others will look to their social media platforms - I see more and more companies advertising these roles directly on LinkedIn, specifically. Here comes the key question: would you invite a candidate for an interview based solely on their LinkedIn profile or would you still want to see their traditional CV?

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How to deal with 4 million ‘vanished’ credit profiles in your recruitment strategy

In late February, Dr Rob Davies - minister of trade and industry - gave notice of new regulations to the National Credit Act, 2005. The change came into effect on 1 April 2014 and the department of trade and industry (dti) has given SA credit bureaus approximately two months to remove adverse consumer credit information and information relating to paid-up judgements. In other words, 6.5 million status updates relating to 4.2 million credit profiles will soon be deleted. How will this affect your recruitment strategy?

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Use gamification to find the best candidates for your company

Time to interview the potential candidates for the position that you're trying to fill. The question that is on most interviewers' minds at this point is: "How can I be sure that this person is the best fit for our company?" If you have developed a full recruitment gamification strategy, this will be the next step in the process! While 'games' in essence aren't gamification per se, these can form a vital part for your recruitment strategy provided that you design these well and consider gamification psychology and continued flexible growth principles.

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Should you include a pre-sifting stage in your recruitment strategy?

In our previous article - The Key to a successful recruitment strategy - we chatted around gamifying how talent is attracted as well as what we believe is the first step in the recruitment challenge is: creating a talent pool BEFORE you need the talent. Let's look at how you can carry this strategy out.

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What to look for during a job interview – Part Two

An interview is very similar to a first date. Research says that you take between 3 and ten seconds to make your initial judgement of a candidate. For the rest of the time, you're validating if your impressions are correct or not. It's important to make sure that you know what to look out for during the job interview – especially for your recruitment strategy. It's the only opportunity you have to see how suitable the applicant is for the vacant position. But how do you differentiate between great applicants and mediocre ones?

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Economic crime: Bribery and corruption in SA business

Just over a month ago, PwC released its annual Global Economic Crime Survey to the media. It showed a sorry state of affairs as corporate crime appears to be the scourge of the South African business world and it's only getting worse. How much worse is it actually getting?

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What to look for during a job interview

You've found a candidate who looks good on paper. Well done! This is a major breakthrough at a time when hundreds (even thousands) of people are applying for the same job. It's important to make sure that you know what to look out for during the interview. It's the only opportunity you have to see how suitable the applicant is for the vacant position. But how do you differentiate between great applicants and mediocre ones?

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Why are we using out-dated weapons in the war for talent and employee management?

Those responsible for getting and keeping talent in business – as well as the business' employee management practices - often despair, wondering where they will find the skills needed to perform technically or creatively great work. Despite our digitally enhanced world, it sometimes seems as though our recruitment tactics haven't evolved much from the "Help required - enquire within" poster. So what recruitment tactics should we rather be employing?

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