A corporate job typically gets 250 applications. Of these applicants, about 2% to 6% are called in for an interview. Of course, the offer is made to just one. This means that there are about 249 candidates who get rejected each time you post an ad.
Now, no HR professional wants to break the bad news of rejection to the candidates. But informing them about their application status is important as it helps them to track it to closure.
More information: https://blog.recruitee.com/job-rejection-email/
Actually, there are people already doing that for you. They are the HR tech influencers and leaders in talent acquisition. They’re experienced in processing loads of information and highlighting the best. And… they post about it online for all of us to check out.
We’ve kept an eye on them for the past year, especially those consistently sharing high-quality insights to their followers.
More information: https://blog.recruitee.com/hr-tech-influencers/
Employees are the heartbeat of every organization—that’s why it’s so important to hire the very best candidates for each position you fill.
“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies.” – Lawrence Bossidy, GE
If you’re like most in the talent acquisition biz, you’re probably looking for different ways to improve the quality of recruiting and hiring practices at your organization.
More information: https://harver.com/blog/improve-quality-of-hire/
It doesn’t matter whether you’re an in-house recruiter for a Fortune 500 company or a recruiting consultant for a bootstrapped startup, recruiting is never easy.
But to help you stay on top of your recruitment game, we’ve handpicked these ten best recruitment blogs that you must add to your 2019 reading routine.
More information: http://harver.com/blog/best-recruitment-blogs-2019/
When the countdown is on, and there’s a deadline looming, it often seems like the whole world is making a concerted effort to slow you down. And short of moving your bed into the office, there’s very little you can do to fill those reqs in time. Thankfully, just a few small changes to how you handle your work means that you don’t need to worry about bringing pillows to work.
More information: https://recruitingblogs.com/profiles/blogs/up-against-the-clock-6-productivity-hacks-for-speedy-recruitment
In the current age of technology, everywhere you turn, companies are offering mobile apps, smart gadgets and innumerable other ways to stay connected. That’s why it is so important for recruiters to understand that they can no longer simply rely on traditional recruiting methods to engage the best possible candidates.
More information: https://www.jobvite.com/recruiting-process/is-your-recruitment-strategy-missing-these-two-critical-components/
A recruiter’s value to an organization is measured by the number of open jobs they can fill and how quickly they can fill them. When positions go unfilled, organizations lose money – bottom line.
So even while candidate engagement and quality of hire grow in importance, recruiting is still a numbers game.
More information: https://www.jobvite.com/reporting-and-analytics/real-time-recruiting-analytics-dashboard/
I realize that job role is often unclear at most companies, and the hiring process is usually fairly broken, but I think it would make sense if we were a bit more honest about what exactly we expect from new hires.
Let me root some of this in research
A couple of important things to know at the beginning:
More information: https://recruitingdaily.com/we-need-to-be-honest-about-what-we-need-from-new-hires/
What is loss aversion, you ask? Well, let’s get right into it. We’ll start with this article from Harvard Business Review, which discusses both loss aversion and conformity. The latter term you probably understand at work — it’s why new ideas are stunningly rare. But as for “loss aversion,” well, let’s get into that.
Humans have a negativity bias, which is logical. Most of our thoughts in a given day are negative. But in this context, “negativity bias” means our fear of losing usually outstrips our potential thrill from winning.
More information: https://recruitingdaily.com/is-loss-aversion-killing-your-recruiting/
It’s the same thought all over: “Good talent is hard to find.”
However, why this old saw holds true for today’s employers varies. Candidates drive today’s market as unemployment is at a 30-year low, and 60 percent of job seekers are finding positions within two months of beginning their search. The truth is this: the market is tight for companies looking to attract and retain the best employees possible.
More information: https://ideal.com/blog/flawed-recruiting-tactics/