Recruitment – FNJ Global

23Nov

How great hires happen?

Recruitment might seem simple – post a job, review resumes, hire someone. But the reality? It’s a dynamic process filled with strategy, intuition, and hard work. Let’s pull back the curtain on what really happens when recruiters find that perfect match.

More than just a job post

Before a job is even posted, recruiters dive into the company’s goals, team culture, and role specifics. We fine-tune job descriptions to attract top talent and ensure the offering is competitive in today’s market. It’s about standing out and connecting with the right candidates.

Finding hidden talent

Resumes don’t just land on our desks. We scour LinkedIn, attend events, and tap into professional networks to find candidates who aren’t actively job-seeking. The best matches often come from building relationships with passive talent.

Screening beyond the resume

A great resume tells part of the story, but screening calls dig deeper. We assess skills, motivations, and cultural fit to ensure a candidate doesn’t just have the qualifications—they’re also the right personality for the team.

Interviews that count

Interviews aren’t just a Q&A session. We prepare candidates and guide hiring managers to ask meaningful questions, ensuring both sides get the insights they need. Coordination and feedback loops are key to keeping things moving smoothly.

Closing the deal

Negotiations require a delicate balance—salary discussions, competing offers, and ensuring the candidate feels valued. For us, it’s not just about getting a “yes” but about starting a journey of trust and growth.

Beyond the hire

The story doesn’t end with a signed offer. Onboarding, feedback, and follow-ups ensure both the candidate and the company thrive in their new partnership.

Recruitment is part strategy, part art, and all heart. It’s about connecting people with opportunities where they can grow and excel. Next time you hear about a great hire, remember the behind-the-scenes magic that made it happen!

21Nov

Differences between Outstaffing and Outsourcing.

In today’s fast-paced business environment, companies are constantly seeking the most efficient ways to meet their goals while managing costs. Two popular approaches for accessing external expertise are #outstaffing and #outsourcing. Although these terms are sometimes used interchangeably, they represent distinct models:

Outstaffing is like hiring remote team members who work exclusively for your company but are officially employed by a third-party provider.

Key features:

Direct control: You manage the day-to-day tasks and priorities of the outstaffed employees as if they were part of your in-house team.

Cost efficiency: The provider handles HR, payroll, and legal compliance, saving you administrative costs.

Flexibility: Scale your team up or down based on your project needs.

Best for:

Projects requiring close integration with your in-house team.

Companies that want direct oversight of their external team.

Outsourcing involves hiring a third-party company to manage and execute an entire function or project for you.

Key features:

Hands-off management: The provider takes full responsibility for planning, execution, and delivery.

End-to-end solutions: Ideal for tasks like customer support, software development, or marketing campaigns.

Focus on core business: Frees up your time and resources to focus on strategic initiatives.

Best for:

Tasks that don’t require constant supervision.

Projects where expertise or infrastructure is unavailable in-house.

Which model is right for you

Choosing between outstaffing and outsourcing depends on your specific needs:

Want direct control and integration with your team? Choose outstaffing.

Need an external expert to deliver a full solution? Go with outsourcing.

At Global FindNewJob, we specialize in providing tailored outstaffing and outsourcing solutions that align with your goals. Whether you need to expand your team or delegate entire functions, we’re here to help.

Let’s connect and find the right approach for your business needs!

07Nov

The new era of AI recruitment.

Artificial Intelligence (AI) continues to revolutionize industries worldwide, with innovations pushing the boundaries of what’s possible. From healthcare to finance, AI is driving efficiency, enhancing decision-making, and enabling companies to remain competitive in an increasingly complex world.

One of the most notable trends for us, as a talent agency, is the integration of AI into recruitment. Businesses are leveraging AI to streamline hiring processes, reduce bias, and match candidates with roles based on more than just resumes. AI-powered tools can analyze candidates’ hard and soft skills, predict job success, and provide deeper insights, making recruitment faster, more precise, and less prone to human error.

At Global Find New Job, we are also embracing this AI-driven transformation. Our team is actively working on an AI-powered product designed to revolutionize the hiring process. Set to be launched in the upcoming months, our product will offer innovative solutions to better assess candidates, helping businesses find the perfect fit for their teams with greater speed and accuracy.

As AI continues to evolve, its impact on recruitment is just beginning. We’re excited to be a part of this transformation and look forward to offering cutting-edge tools that will shape the future of hiring.

Coming soon…

05Nov

Tech recruitment in 2024: what’s changing and why it matters.

The tech hiring landscape is changing quickly, and new trends are shaping how companies find and hire talent.

🤖One big shift is the use of AI in recruitment. AI tools are now helping recruiters screen resumes, match candidates to roles, and make faster, more accurate hiring decisions.

🌍Remote and hybrid work are also becoming the norm in tech. Tech professionals value flexibility, and companies are offering remote options to attract talent from a wider geographic area, which also brings in more diverse skills and perspectives.

💡Another trend is a focus on hiring for skills rather than specific degrees or years of experience. With more people learning through online courses and bootcamps, companies are looking at what candidates can actually do rather than where they studied. This makes it easier to find talent with the exact skills needed for the job.

🏢Employer branding has become crucial, too. Companies are highlighting their unique culture, career growth opportunities, and benefits to stand out to potential candidates, especially in a competitive market.

🌈Diversity, equity, and inclusion (DEI) are also top priorities. Tech companies are actively working to create inclusive workplaces and attract a diverse range of candidates, which strengthens their teams and brings new perspectives to the table.

🔐☁️Finally, demand for roles in cybersecurity and cloud computing is soaring. As cyber threats increase and more businesses move to the cloud, tech companies need experts who can keep data safe and manage cloud-based systems.

For recruiters, understanding these trends is key to successfully attracting and hiring top tech talent. Staying aware of these changes helps ensure they are meeting the needs of today’s tech workforce.

05Nov

Why working with a recruitment agency beats in-house hiring.

Hiring the right talent is crucial, and recruitment agencies offer unique advantages that internal teams often can’t match:

Wider talent pool. Agencies access a broader network, including passive candidates who aren’t actively job-hunting, giving you more options.

Specialized expertise. With industry-specific knowledge, agencies match candidates faster and more precisely.

Cost & time savings. Agencies streamline the hiring process, saving you time and reducing the cost per hire.

Flexible scaling. Scale up or down easily based on your hiring needs without increasing your fixed HR costs.

Advanced tools. Agencies use cutting-edge tech to find top talent efficiently, delivering high-quality candidates.

Partnering with a recruitment agency lets your team focus on core functions while ensuring you get the best talent – faster and smarter!

Start your recruitment journey with Global Find New Job now

17Sep

Strategic Networking for IT Recruitment Success.

🌐 Networking is a fundamental strategy in IT talent acquisition, offering direct access to exceptional professionals and enriching the recruitment process with deeper industry insights. By embracing a relationship-focused approach to recruitment, companies can not only enhance their employer brand but also secure the skilled IT talent essential for their growth and innovation.

Effective Networking Strategies:

❗ Utilize LinkedIn. Share industry-relevant content, join discussions, and connect with IT professionals through targeted outreach.
❗ Participate in industry events. Attending and sponsoring conferences and hackathons provides opportunities to meet potential candidates.
❗ Build alumni networks. Encourage employees to leverage their academic connections, tapping into a source of emerging talent.
❗ Community engagement. Contributing to open-source projects and mentoring showcases your company as an innovative and development-focused employer.

Let’s cultivate a dynamic networking ecosystem together 🤝

17Sep

Benefits of Working at a Product Company.

Sometimes I hear from developers that there’s no difference between working at a product company or elsewhere. I have to disagree, and here’s why.

– Ownership of your work:
You’re building and improving one product, which means you can see your work in action and make a real impact.
– Stability and focus:
Product companies offer a stable environment. You work on long-term projects without jumping between clients, which helps you focus and grow.
– Deep learning and specialization:
You get to work with the same tech stack and product, allowing you to become an expert and tackle deeper challenges.
– Team collaboration
You’ll work closely with a dedicated team, building strong relationships and learning from others as you create something together.
– Room to innovate
You have the chance to bring your ideas to life and directly influence the product’s future.

What do you think?

17Sep

Book Recommendation: “Who” by Randy Street and Geoff Smart

If you’re involved in hiring, aiming to boost your team’s performance, or simply want to improve your skills in selecting the right people for your organization, I highly recommend “Who” by Randy Street and Geoff Smart.

In this book, the authors present a proven talent acquisition method called the “A Method.” They share their insights and experiences, showing how to ask the right questions and conduct interviews to find and attract top talent.
Why you should read “Who”:

📘 Practicality: The book is packed with actionable advice and tools you can start using today.
📗 Efficiency: The methods described help significantly reduce time and costs associated with hiring.
📙 Expertise: Randy Street and Geoff Smart are recognized experts in talent management, and their recommendations are backed by years of research and practice.

For me, “Who” has become an indispensable guide, helping to significantly improve the hiring process and elevate the overall quality of the team. If you want to make your business more successful and efficient, this book is for you.

Happy reading and successful hiring!

Follow https://www.linkedin.com/in/drgeoffsmart/ a global leadership advisor.

17Sep

Hiring today is not the same as it was in 2021, and this means…

– A well-crafted resume highlighting your achievements that stands out to hiring managers. Your job title and a couple of lines about your duties might have been sufficient in 2021, but not anymore; the competition is too high now, unfortunately.

– The requirements for candidates are higher than described in the job posting. You will be competing with people of various seniority levels, often 1-2 levels higher than you for the same pay, so meeting all the criteria doesn’t guarantee success. Just keep this in mind and don’t take rejection personally.

– When going for an interview, know not only the name of the company but also as much as you can find about it and show your interest. As mentioned above, сompetition leads to a more careful selection of candidates.

– Your networking: recommendations, reposts, contacts. Make sure your LinkedIn profile is fully updated.

– Having excellent hard skills is not enough. No one will tolerate a toxic person, even if they are very skilled. Professional ethics matter – respect the people around you.

What would you add to this list?

17Sep

10 Common Job Interview Questions and the meaning behind them.

Why do interviewers ask these specific questions and what do they want to find out?
Below is a list of 10 common job interview questions.

1. Could you tell me about yourself and describe your background in brief?

Interviewers like to hear stories about candidates. Make sure your story has a great beginning, a riveting middle, and an end that makes the interviewer root for you to win the job.

2. How did you hear about this position?

Employers want to know whether you are actively seeking out their company, heard of the role from a recruiter, or were recommended to the position by a current employee. In short, they want to know how you got to them.

3. What type of work environment do you prefer?

Your preferred environment should closely align to the company’s workplace culture (and if it doesn’t, it may not be the right fit for you).

4. How do you deal with pressure or stressful situations?

The employer wants to know: Do you hold down the fort or crumble under pressure? They want to make sure that you won’t have a meltdown when the pressure becomes intense and deadlines are looming. The ability to stay calm under pressure is a highly prized talent.

5. Do you prefer working independently or on a team?

Your answer should be informed by the research you’ve done on the company culture and the job in question. Nevertheless, you should expect that most work environments will have some team aspect.

6. When you’re balancing multiple projects, how do you keep yourself organized?

Employers want to understand how you use your time and energy to stay productive and efficient. They’re also looking to understand if you have your own system for staying on track with the work beyond the company’s schedules.

7. What did you do in the last year to improve your knowledge?

This question may come up as a result of the pandemic. Employers want to know how people used their time differently. Know that you don’t have to feel scared about answering this question if you didn’t spend your time brushing up on skills or taking courses. We learn from any experience we have.

8. What are your salary expectations?

Before you walk in for your first interview, you should already know what the salary is for the position you’re applying to. Check out websites such as Glassdoor, Fishbowl, or Vault.com for salary information. You could also ask people in the field by reaching out to your community on LinkedIn.

9. Are you applying for other jobs?

Interviewers want to know if you’re genuinely interested in this position or if it’s just one of your many options. Simply, they want to know if you’re their top choice. Honesty is the best policy.

10. From your resume it seems you took a gap year. Would you like to tell us why that was?

Gap years are more popular in some cultures than others. In some professions, gap years may have a negative connotation (the industry moves too fast and you’re not up to date).

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