Before the Applicant Tracking Systems (ATSs) entered the scene, recruiters kept candidates’ applications in filing cabinets or stacked up in piles on their desks. ATSs were introduced to the market in the 90’s and even though the first versions were very basic, it symbolised a turning point in the management of the recruitment process across the companies that integrated this solution into their processes. Mainly, because it allowed recruiters to keep a track record of the applications and better organise the information regarding each applicant.
If you want to find the best employees for your business, you have to do more than just show up to the job interview and hope for the best.
While the emphasis is firmly on the candidate, it’s still essential to understand the processes and thoughts most candidates will experience before they first shake hands with you.
When you browse open HR leadership jobs, you’ll find a few things in common. Companies look for people who have developed and executed large-scale recruiting strategies, worked with senior leadership to identify talent gaps, and managed complex budgets. In recent years, one qualification that has increased in desirability is expertise in the organization’s industry—or at least the ability to learn about it quickly.
On the surface, the concept of managing employees seems simple. You set their goals, help them work towards hitting them, and make adjustments whenever necessary. Of course, it’s much more complicated than that. Jeff Haden of CBS MoneyWatch once wrote, “Managing is straightforward; leadership is not. You really earn your management stripes when the right answer is, at times, also the hardest answer.”
Staffing businesses used to depend on different technologies and systems to manage their operations – a headache to manage, difficult to integrate, clunky in practice, and, critically, unable to deliver an efficient workflow. Human error, manually updated spreadsheets of candidate data and out-of-date legacy systems all created a heavy admin load.
Social media is by no means a new tool for recruitment. With the rise in popularity of LinkedIn, Twitter and Facebook in recent years, you might think that a large number of recruiters and HR professionals would be utilising it for recruitment advertising purposes.
However, a large number of recruiters still don’t use social media in the recruitment process.
‘Gamification’ is a term that has been circulating around the corporate world with ever-greater intensity in recent times. Is it something that has any real relevance to your business – in particular, your approach to hiring?
The answer might just be a surprising ‘yes’ – and here’s why.
Recruitment strategy is the key to perfecting your hiring routine . Basically, job requirements and recruiting budgets form the basis of an effective recruitment strategy. With a proper plan in hand, you can proceed smoothly, finding the best candidates that fit into your requirements perfectly without wasting time on unsuitable ones.
We get it that, recruiting season can take a toll on you as a recruiter. There’s a lot of strain and confusion but the best way to slay the dragon and minimize your own anxiety level is to prepare, prepare and just prepare.
Having had a substantial number of telephone interviews myself, it was an interesting experience being on the other end of the phone for the first time.
Let me start by confessing how nervous I was, regardless of the fact that I was now the one with ‘the power.’
There is a relative amount of responsibility in doing the groundwork for these projects, as what is a standard day of work for me could decide whether there will be a new day or career of work for one of the people I speak to.
Some firms seem to achieve success after success with a stable team, while others experience a lot of disruptive staff turnover. If your company is in the latter category, you might struggle to find staff who match your firm’s culture or technical needs. This could result in them rapidly exiting and being replaced by someone else.
If you suspect that poor hiring is partly driving your own company’s high employee turnover, it’s time to assess why you may not be attracting the best people. Below are a few possibilities.