The intersection between HR strategy and HR technology

A Recruiting Cheat Sheet

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As the world prepares for the News Year recruiting season, I thought I’d just link out to a resource for recruiters and applicants alike. Within this page are 100 links to various sources on just about any recruiting topic you could possibly be interested in. It’s a great resource with lots of expert opinions.

The topics are as follows:

  • Sample Interview Questions
  • Answers For Candidates
  • Types of Interviews
  • Interviewing Techniques and Advice
  • Interviewing Strategies for Candidates
  • Interview Attire
  • What Not to Do
  • Preparation Resources
  • Follow-up Resources
  • Resumes and References
  • General Resources

I found this to be a great list even though I’m not a recruiter nor am I looking for a job. Hope this is helpful.

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3 responses to “A Recruiting Cheat Sheet”

  1. Recruiting Cheat Sheet

  2. Your Corporate Website Is Boring Applicants LinkedIn launches platform — a better business social network Online Ad World Gets Wider with Widgets Paid Content on the Web Is Not Impossible, But It’s HardA Recruiting Cheat Sheet

  3. Also from CS Monitor, word that workplace attitudes are changing to include more “face time”: click here Lastly, from Systematic HR, a resource for recruiters and applicants alike: a recruiting cheat sheet:click here[IMG]

  4. And never dared to ask. HRWorld has it all (hat tip toSystematicHR): Interview questions for recruiters along with the answers for candidates The different types of interviews (group, panel, …) and how to prepare for it both from a recruiter and candidate perspective

  5. Romuald Avatar

    This is a really great cheat sheet! It provides good advices and resources.

    This raises one question though (actually two): if everyone has access to the same advices, asks the same questions (recruiter), and provides the same answers (candidate)

    * what’s the point of interviewing? (recruiter)
    * how do you stand out? (candidate)

    Leveling the playing field is a good thing, but its side-effect is that it diminishes the value of the whole process.

    Maybe it’s one reason why more and more companies are now using assessments.