First, you must know that your business objective is to eliminate unemployment and to work your very best to link job seekers to job providers after filtering and categorizing the job seekers' weaknesses and strengths and not find faults or mistakes of the job seekers. Job seekers' ability to do good branding for themselves to attract your attention should be praised and giving credits not discriminating and ignoring their application when you see their names, their resume or their cover letters because you are hiring employees who are only working in small job scope. As long as you think the skills can be trained or they have the skills and they have the proven track records with values and performance to handle the job scope, then, they will be hired. If you think that these job seekers with self-branding can't join your companies, then, could you indicate and show your intelligence to match them jobs provided by your friends, associates, clients or your competitors. Give them lights for employment not cruel criticizing and blacklist them.
The right Human Resources Analytics is extremely important for these entrepreneurs' businesses and recruiters' human resources team. What do you think?
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