Pulse Resource Hub
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Employer and Job Seeker Hubs | Disruptions to agency recruitment and where value now lies
There has been a flow-on effect where TA teams are now armed with more and more technology geared towards streaming the recruitment process and automating it as much as possible. Examples of this have been the use of video interviewing and AI, especially when it comes to high volume recruitment. This, in turn, has increasingly limited the…
Employers Hub | Is there a disconnect between head office & local realities?
A common occurrence that I’ve seen when recruiting for local satellite offices that are run from overseas (especially new ones) is that there is often a disconnect. Examples of this include when marketing content and collateral haven’t been properly localised or when base salaries are benchmarked against rates in other countries, or when the local…
Job Seekers Hub | Why your recruiter should also be your coach
One of the skills needed to be a great recruiter is also to be a great coach. When I say “coach”, I mean that in the broadest sense. One minute you are an interview coach, the next, you are a career coach, and sometimes you’re even a life coach. Coaching comes in all shapes and…
Pulse News | February in review
February was another busy month here at Pulse Recruitment. We saw our newest recruit, Zoe Lockhart, hit the ground running and successfully help 3 people move into Tech sales from different areas of sales. Some of the roles that we successfully filled this month include; SDR Team Leader – Global Information Services brand Inside Sales…
Employers Hub | Are you falling into the bias trap?
Once bitten twice shy. The psychology of failure can be hard to overcome when hiring new people. “When a good decision leads to a bad outcome, the experience of regret can bias subsequent choices: people are less likely to select the regret-producing alternative a second time, even when it is still objectively the best alternative…
Job Seekers Hub | Nailing the 30/60/90 day plan
Presentations are a common way to end an interview process, and they come in all shapes and sizes, with one of the most common requests being for a 30/60/90 day plan. I’ve heard everything from horror stories of senior candidates butchering their presentation to candidates completely turning around previously negative opinions of them because of…