Accenture in the Philippines’ Post

🌟 The Importance of Clear Communication with Candidates Before the 4th of July 🌟 Respecting Time and Plans: Candidates have holiday commitments too. Providing updates on their application status helps them plan ahead effectively. Building Trust: Transparent communication fosters trust and a positive relationship with potential hires, enhancing your employer brand. Reducing Anxiety: Clear updates on timelines and next steps alleviate stress for candidates, offering a better overall experience. Ensuring Continuity: Outlining expectations during the holiday period ensures alignment, maintains momentum, and avoids delays in the hiring process. Setting Expectations: Clarifying response times and availability helps manage expectations, showing respect for candidates' time. Let's commit to open communication for a smooth, respectful hiring process. Happy 4th of July and happy hiring! 🎉 #Hiring #Recruitment #CandidateExperience #ClearCommunication #EmployerBrand #FourthOfJuly

🌟 Hire an Attitude, Not Just Experience and Qualifications! 🌟 In today's fast-paced work environment, it's crucial to look beyond just a candidate's resume. While skills and qualifications are important, a positive attitude, willingness to learn, and cultural fit can make all the difference. Hiring someone with the right mindset can lead to better team dynamics, increased adaptability, and a more positive workplace atmosphere. Let's prioritize attitude and potential to drive our organizations forward! 🚀 Comment your views below 👇 #Recruitment #TalentAcquisition #PositiveWorkplace #HiringTips

𝗧𝗵𝗲 𝗜𝗺𝗽𝗮𝗰𝘁 𝗼𝗳 𝗛𝗜𝗥𝗜𝗡𝗚 𝘁𝗵𝗲 𝗥𝗜𝗚𝗛𝗧 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 As HR professionals, we understand the interview process can sometimes feel rigorous, even frustrating, for job seekers. We get it! You've invested time and energy, and a lengthy selection process can feel impersonal. But here's the thing: hiring the right candidate is critical for a company's success. It's more than just filling a role; it's about finding someone who aligns with the company culture, possesses the necessary skills, and brings fresh perspectives to the team. 𝗧𝗵𝗲 𝗶𝗺𝗽𝗮𝗰𝘁 𝗼𝗳 𝗮 𝗯𝗮𝗱 𝗵𝗶𝗿𝗲 𝗰𝗮𝗻 𝗯𝗲 𝘀𝗶𝗴𝗻𝗶𝗳𝗶𝗰𝗮𝗻𝘁: 👉 Reduced Productivity: The wrong fit can disrupt team dynamics, hinder collaboration, and slow down progress. 👉 Training Costs: Time and resources spent onboarding someone who doesn't work out are wasted. 👉 High Turnover: A mismatch in expectations leads to unhappy employees who leave quickly. This creates a revolving door, impacting morale and overall efficiency. 👉 Negative Employer Brand: News travels fast! A negative interview experience can damage your company's reputation in the talent pool. So, why the seemingly strict approach? We're meticulous because we're looking for someone who will be a long-term asset, not just a short-term fix. We want to ensure: ✅Cultural Fit: Your values and personality mesh well with the existing team. ✅ Skill & Experience Match: You have the capabilities to excel in the role and contribute meaningfully. ✅ Motivation & Drive: You're passionate about the industry and have a genuine desire to learn and grow. Here's the good news: A thorough interview process benefits everyone! When you find the right fit, you'll experience: ✅ Increased Productivity: The right person hits the ground running, contributing to a more efficient and cohesive team. ✅ Improved Morale: A positive and collaborative work environment fosters employee satisfaction and retention. ✅ Stronger Employer Brand: Positive candidate experiences build your reputation as a great place to work, attracting top talent in the future. Remember, the interview is a two-way street. Ask questions, express your interests, and get a feel for the company culture. By working together, we can find the perfect match and set you up for success in your new role. Ready to find your perfect fit? Explore exciting opportunities and showcase your skills on Epicareer Philippines: ph.epicareer.com #hiring #hrperspective #careeradvice #companyculture

When expanding your team, skills are essential but don't overlook cultural fit. Hiring for character as well as competence is crucial for long-term success. Ensure new talent aligns with your company's values and ethos to maintain a cohesive and productive work environment. When it comes to hiring, the resume is just the beginning. Focus on the person behind the resume to ensure they align with your company's values, culture, and vision. Watch this video to learn more about why hiring for fit is key (link in comments).

Your job descriptions are more than just a list of qualifications – they're your first handshake with potential hires. Crafting inclusive job descriptions is a crucial step in attracting and empowering candidates from all walks of life. By incorporating a short and engaging introduction, limiting qualification requirements, considering work-life harmony, highlighting mentorship and career growth, emphasizing team culture, and employing gender-neutral language, you're paving the way for a more inclusive workplace. Are your job descriptions up to the task? Do they reflect an environment where every voice is valued? 📚🔗 Read the full article: https://loom.ly/iBoIznk #KOREKT #HiringWithDiversity #JobDescriptions #EffectiveRecruitment

When it comes to hiring top talent, timing is everything and the top companies understand that August is the golden window for attracting and onboarding talent, especially with just 4 months until Christmas (please don't cancel me for mentioning Christmas in August 😅 ) We’ve all faced it: recruiting later in the year can be tricky. Candidates are often focused on their year-end bonuses, gearing up for big payouts in January, and are committed to end-of-year work events. With many setting up their out-of-office replies, it’s simply not the best time to attract top talent. Even if you manage to find the right fit, there's a good chance they won't be available to start until January or February. Let’s break down why August is your prime opportunity to secure top talent. August: Launch your recruitment process September: Wrap up final interviews and extend offers October: Candidate completes their notice period November: Welcome your new hire onboard Still on the fence about hiring? Consider this your nudge to leap ahead of the competition and kickstart your recruitment process. If you’re after top talent and a comprehensive market sweep, give me a call 😊

In the recruitment or hiring process, we should also consider the willingness and eagerness of the candidate to join the company. One must not only judge the candidate on the basis of the skill set but the good behaviour and positive attitude as well. We should also understand the situation of the candidate and should not delay in the hiring or onboarding process and make sure to deal it smoothly so that the candidate can be aware about the work culture and ethics of the company. Sharing feedback also plays a pivotal role in it and we should also take care of the candidate's time and patience. #recruitment_cycle #new_hiring #

Do you have a friend who is an HR? Many? Or do you “think” you have? One way to find out, is that if you are looking for a job, send your CV to a job at the company he/she works for. A job you think would be appropriate given your qualifications and experience. And then you wait. If you got nothing: no emails, whatsapp, or even text, you’ve got an acquaintance at best. If you got a text message about the role, and a brief explanation on how you are right/not right for the job and tell you how the recruitment process would go. You’ve got a friend. If you got a text message asking how you are, get to know how your situation is and look for ways to help you out, whether in his/her company or other places they know with a referral, then you got a truly dear friend. Surely HR’s don’t call the shots on many hiring decisions, and they can only do so much. Yet they can have their ways of showing you how they care, and help you get through the door with valuable advice. Wanna try? Just don’t be sad at the outcome. I thought I have plenty too. #hr #hiring #talent #talentacquisition #hongkongbusiness #hk #humanresources #hktalent #financialservices #assetmanagement

Does your CV read like a job description?? 🥱 Instead of listing generic responsibilities, try this... ... Include quantifiable deliverables and achievements. So for example, instead of - ❎"New market development in Southeast Asia." Try... ✅"Developed new markets in Southeast Asia, growing sales revenue by x% within x years." Don't let your CV read like a job description (it's boring!), make it a showcase of your skills and achievements. ✨ Good luck! 💪 #binoculer #hiring #jobsearchtips #humanresources #careers

All good advice. A candidate is someone who has a skill you need. To repeat, you need them. But the relationship is asymmetric, you have all the money and power. You could deploy it to make your candidate feel great about joining you, or you could try and use it to negotiate down pay, sneak nasty terms into their contract etc. Why would you want to demotivate the candidate before they even started? If you screw down the recruiter, who do you think is going to get the best candidates?