When looking to hire a leader, emotional intelligence should be included as part of the selection criteria. Even big players like Google are relying more on emotional intelligence rather than who was the person’s latest employer or what grades they received in college. The reason is clear – leaders have the ability to work well with others and make the needed change.
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Uber, Airbnb, and Yelp all depend heavily on data from peer reviews to deliver their services. But data from peer reviews are not just superior in differentiating cab drivers, apartments, or restaurants. They can be the strategic advantage in your recruitment strategy when assessing future employees.
By understanding cutting-edge technology, you can shape your recruitment strategy to accommodate the cognitive transformation.
HR managers and recruiters struggle to find the right candidates, often focusing on the hard skills. Soft skills, like personality, are as important as a degree from the top university or experience when finding the right fit for the company.
Inbound recruitment is based on 4 simple steps: Attract, Convert, Engage, and Optimise. Drawing on some tried-and-tested marketing strategies, you can start to get your ideal candidates finding you instead of the other way around. After all, wouldn’t we all want to stop using our time on outbound talent scouting and focus more on the actual selection process?
What made this hire different from the other ones we have made, was that we could finally leverage the Praice platform for getting credible insights into the candidates’ personalities. Our first hire using Praice was for hiring Head of Marketing.