Energy Interviews Job Descriptions Magazine 
Spark Hire
JUNE 21, 2016
Employers look for a few key personality traits when they search for their next team member, including professionalism, high energy levels, and confidence. Energy levels are contagious, for better or for worse, so you want someone in your office who’s going to motivate other employees to get out there and make a difference.
Linkedin Talent Blog
FEBRUARY 17, 2020
To help you follow in the footsteps of giants, we rounded up interviewing tips shared by some of the world’s most influential business leaders. One of her favorite interviewing strategies is to step back and see how the candidate fills moments of silence — including what questions they ask. Do they create energy?”. Satya asks.
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The Hire Talent
MAY 28, 2021
For instance, poorly chosen employees require more time and energy from their supervisors and mentors to achieve their performance levels. You Post Vague and Fluffy Job Descriptions. Job descriptions containing more fluff than substantiated information will attract a high number of applications and candidates.
Ongig
MAY 26, 2020
A few thoughts from experts on neurodiverse people: “A Gift From Mother Nature” “People with dyspraxia, ADHD and autism spectrum condition, for example, may have increased persistence when working through a challenging task, or incredible energy when other employees have grown weary , or perhaps an incredible long term memory.”
Workable
NOVEMBER 5, 2018
She is spending very little money, time or energy on recruiting. That’s why when I go into organizations with existing broken cultures, I interview leadership extensively to see where the impediments lie.”. Get creative with your job descriptions. Revamp your interview process. The talent is coming to her.
Glassdoor for Employers
FEBRUARY 26, 2015
The email from the recruiter or friend likely provides links to: 1) the job description, and 2) the hiring manager’s LinkedIn profile. She’s guardedly optimistic, but excited about the prospect of interviewing with your company. Ninety-six percent of candidates will apply for jobs at a company they know will keep them informed.
Workable
NOVEMBER 5, 2018
She is spending very little money, time or energy on recruiting. That’s why when I go into organizations with existing broken cultures, I interview leadership extensively to see where the impediments lie.”. Get creative with your job descriptions. Revamp your interview process. The talent is coming to her.
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