Employers and recruiters tend to prefer passive candidates because they have the right skill sets, have the right qualifications and have a history of good employment. But for a startup working environment, could active candidates be the ideal employee?
When it comes down to it, what you want to hire is the right person with the rights skills at the right level. But when you enter the market with your startup, the budget is often an issue. So hiring the ‘ideal’ employee isn’t always possible.
More information: https://theundercoverrecruiter.com/active-candidates-for-startups/
To put it simply, an exit interview is an interview which is conducted with an employee who is leaving the company. It’s rather similar to when you’re employing someone for a role, but instead of asking questions about why they want the job and why they want to work for you, you’re asking them for their reasons why they have left the job.
More information: https://theundercoverrecruiter.com/conducting-exit-interviews/
A lot of HR teams struggle with how they can show the value they are bringing to the organization. It’s understandable – how do you quantify things like a better culture, or stronger hires? Well, when there’s a will, there’s a way.
It’s always a worthwhile exercise to look at what other parts of the organization are doing to solve a given problem. In this case, marketing once again has shown an interesting way to understand the overall health of our talent acquisition operation, as well as how we can show the value we bring to the rest of the company.
Especially if you’re like me – someone who just wants to know what’s going on, make a useful decision then move to the next thing.
Real meanings are hard enough. There are, for example, triangular warning signs beside hilly roads telling me to look out for falling boulders. I’m ashamed to admit my car didn’t come equipped with the latest Boulder Deflection Technology. I’ve definitely missed something. Or I’m about to hit it. I honestly couldn’t tell you.
What is Facebook recruiting?
Simply put, “Facebook recruiting” is the process of recruiting (potential job candidates) through the use of Facebook. You can use Facebook to source, attract, convert and hire new employees. “Facebook recruiting” is a form of social recruiting and a vital part of recruitment marketing.
More information: http://www.recruitingblogs.com/profiles/blogs/how-to-recruit-on-facebook
This list of 2018 recruiting trends should be your guide for improving your recruiting strategy.
Are you ready to implement these new recruiting trends or will you be left behind?
We live in a candidate driven market
The way we recruit has changed. Compared to just a few years ago, candidates now have far more power during the job search.
In case you need a stimulating read, here’s a great list for you.
We took a look at the articles staffing and corporate recruiters shared, liked, and commented on the most on LinkedIn during the last 7 days and posted them below.
Artificial Intelligence is taking the recruitment world by storm – and for good reason!
In our space, building relationships is key. When you’re able to establish true relationships with applicants, they get excited about your company’s values and goals, your hires become intrinsically invested in the company, encouraging them to stick around longer – allowing your organization to get more done.
More information: https://harver.com/blog/benefits-ai-in-recruiting/
The recruiting space is evolving faster than ever and keeping up is a challenge in itself. The best way to stay on top of things?
Because contrary to books, the time it takes for a blog article to be published can be as short as a couple of hours. If tomorrow someone develops a neural network that will change the recruitment game forever, blogs are bound to write about it the day after tomorrow.
More information: https://harver.com/blog/best-recruitment-blogs/