Our latest guest in our Recruiter’s Corner blog series is Nikolai Kabatsikov, Head of Talent at Bolt. Having been one of the first employees of Bolt, Nikolai has experienced all the ups and downs of the company, which was recently valued at $8.4 billion. In this interview, we asked him about his journey into recruitment, how…
Chapter 1: What makes a good job advert?
Writing an engaging job advert can significantly reduce your time to hire, simply because you’ll be able to allocate your time to more relevant candidates. But what makes a good job advert?
Our new content series, called the Recruiter’s Corner, sees us interviewing some of the best recruiters in Estonia and globally. To kick-off it off, we interviewed Ave Arras, a multiple talent sourcing hackathon winner and lead talent partner at Nortal Estonia.
Tracking recruitment metrics is a good way to measure the effectiveness of your recruitment process. It also gives you an overview of the quality of your work across different tasks. These tasks range from sourcing, interviewing, sending reachout letters, to making offers to the candidate.
Having a structured onboarding process within the company plays a key role in retaining employees. According to research, employees who feel their onboarding process was effective are 29 times more likely to feel satisfied at work.
You have gone through the hiring process, and have a couple of evenly matched candidates left. You are under pressure to make the best hiring decision as soon as possible.
Job interviews are a crucial part of the application process. An ideal job interview not only allows you to learn more about the candidate’s fit for the role, but it also allows candidates to learn whether the role and the company is a great match for them.
If you have ever tried writing a job advert, you know it’s not that easy. Get it wrong, and you are filled with a bunch of unsuitable candidates. Even worse, you might not get any candidates at all. But if you get it right, you can significantly reduce your time to hire, simply because you’ll be able to allocate your time to more relevant candidates.
The time has come to hire a new employee. You have a couple of candidates to interview, and the pressure is on to find out which one has the right skills, mindset and experience.