It caught my eye. I cannot find robust research that backs it up, but I have to agree, that when you look through the 'situations vacant', you do see a lot of basic errors in grammar and spelling. Also, there’s often a lack of focus on who hirers are actually trying to attract. So, for the sake of argument, let's accept the claim at face value ... and if 8 out of 10 job ads ARE badly written. How do you make sure that yours is one of the other two?
First, let's reframe the question.
How do you go about hooking your perfect candidate's attention and how long do you think you have to do it?
The answer to the first bit is usually is some kind of advertisement.
Skype or video job interviews can be notoriously difficult. From sitting too close or freezing to tricky technology there’s lots that can go wrong. Here are five articles packed with tips to help you (and one infographic).
Good luck with your next video interview!
Zappos CEO Tony Hsieh once estimated that bad hires had cost his firm company "well over $100 million", almost half of hiring/HR managers (41%) believe that bad hires have cost their firms "thousands" and the U.S. Department of Labour puts the price of a bad hire is at least 30% of the employee's first-year earning.
However, beyond the impact that a bad hire has on the financial balance sheet there are more tangible, immediate effects. A bad hire can impact productivity, morale and the reputation of your firm.
So you get an in a recruitment firm.
And bad hires still happen.
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