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      • Negotiation, Assertiveness & Bargaining Skills
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      • Speak with Confidence! Impactful Presentation Skills
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      • Proficiency in Business Communications, Presentations & Delivery – London, UK (In partnership with Burlington School of English)
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      • Train the Trainer Certificate Programme
      • Talent Management Strategy – Creating a Higher-Performing Workforce
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      • Professional Front Desk Management Certificate Course
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      • Lola Olaide Stephen
      • Ify Emeka-Onu
      • Aimee Symington
      • Modupe Marc-Dawodu
      • Ali Aduku
      • Lemmy Omoyinmi
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HIRING PROBLEMS AND HOW TO FIX THEM

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  • HIRING PROBLEMS AND HOW TO FIX THEM

HIRING PROBLEMS AND HOW TO FIX THEM

  • Marcforte
  • January 14, 2019
  • No Comments

 1. No one is interested in your job vacancies?

When no one is clicking your job postings, review the first thing that candidates see when they find your job listing: the job title. Many candidates may be researching their current position’s average salary or preparing for interviews, so it’s important to incorporate search engine logic in your job title. If it’s a tech job, avoid a title like ‘Coding Superstar’. Instead, use what search engines (and most people) will look for—job titles like ‘Software Engineer’ or ‘Web Developer’ are more likely to get results.

2. There’s a tonne of interest, but no one’s applying?

When you see lots of clicks but no applications, make sure your job description has all the right ingredients. Make sure you haven’t missed one of the basics:

  • Job title
  • Location
  • Details about the role
  • Responsibilities
  • Minimum requirements
  • How to apply

3. You’re getting a tonne of applications, but no one is qualified?

No one wants to spend countless hours parsing through CVs. Quality matters more than quantity when it comes to job applicants. An effective job description and inside look at the company can help you weed out talent that’s not a good fit. To create an effective job description, consider the following tips:

  • Tailor the mission to the job
  • Avoid lengthy paragraphs
  • Include bullet points
  • Illustrate your company’s unique perks
  • Provide minimum requirements or preferences

Culled from: www.glassdoor.co.uk

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