According to a recent survey commissioned by Lever, 50% of talent practitioners say diversity and inclusion will become more of a priority as a result of the pandemic. With more and more companies proactively working to combat racism, you might be wondering: Where’s best to begin?
Diversity and inclusion take a concerted effort across an organization to make progress.
Read more at: https://www.lever.co/blog/customer-spotlight-talent-optimization-in-the-time-of-covid-19/
Social media recruitment is required nowadays and it’s perfect to find out star candidates. The whole recruiting is changing drastically in the last ten years. Not only the companies are searching for new skill sets and talents but the way businesses find their ideal candidates has been improved a lot.
Read more at: https://recruitingblogs.com/profiles/blogs/which-social-media-network-to-include-in-your-recruitment
For the last decade or so, talent teams had to make do with badly cobbled-together solutions to run their operations, while their colleagues in marketing, sales, or finance had access to granular reporting, sensitive forecasts, and increasingly powerful workflows powered by smart automation and artificial intelligence technologies. But talent data platforms are changing that.
Read more at: https://beamery.com/blog/talent-data-platforms
Attracting and recruiting talent requires well-crafted Recruitment Marketing content that provides candidates with an authentic window into your company culture and answers important questions that keep them moving along their candidate journey.
There are two key challenges I have been hearing lately from practitioners who are trying to create, manage and scale up their Recruitment Marketing content:
Read more at: https://rallyrecruitmentmarketing.com/2020/08/recruitment-marketing-content-candidates-want/
How has COVID-19 affected recruitment?
“How can there be a loss of 25 million jobs and a shortage of employees at the same time?”
COVID19 has put the recruitment industry at crossroads. On the one hand, there are millions of talents without any work, ideal for a new hire.
On the other hand, industries like e-commerce are struggling to find human resources to fuel their supply chains.
Read more at: https://www.talentlyft.com/en/blog/article/394/re-imagining-recruitment-in-the-post-pandemic-world
As the pandemic hit, it led to organizations scrambling to find ways to cope. Almost every company across the globe has or is beginning to, enabled its entire workforce to work from the comfort of their homes.
They have invested in creating a good WFH environment for people, be it in the form of ergonomic setups or flexible policies, and are accommodating numerous practices to further ease the process.
Read more at: https://www.talentlyft.com/en/blog/article/404/video-interviews-5-tips-to-conduct-remote-interviews-like-a-pro
As per the Cambridge dictionary, the word attrition can be described as : “Attrition is the process of gradually making something weaker and destroying it”. Employee attrition almost follows the same definition.
Employee attrition is the decrease of staff when employees leave the association and their replacement is not found yet.
Read more at: https://evalground.com/blog/talent-analytics-attrition-rate-meaning-and-tips-to-improve-it/
So you did it. After much searching and interviewing you seem to have found the perfect job candidate — now what? Well, if you’re like 95 percent of employers, you’re about to confirm their employment with the last and final step of the vetting process: the background check.
If you mention employment background screening to the average layperson, they’ll probably think you’re talking about checking criminal history (or lack thereof).
Read more at: https://recruitingblogs.com/profiles/blogs/hire-with-confidence-how-to-conduct-an-employer-background-check
Every employer is looking for excellent talent, which provides their company an edge over the competition. The world of the recruitment industry changing fast, and attracting the right candidates is one of the most significant challenges for HR managers. They waste their precious time and energy screening through job applications.
Since there are many opportunities for job seekers, they can apply for jobs on job sites, social media platforms, and many other online platforms.
Read more at: https://recruitingblogs.com/profiles/blogs/the-impact-of-recruitment-analytics-to-improve-hiring
Nowadays, job seekers have a plethora of options to choose from in the job market. They also have access to tools and platforms that make their search for jobs easier than decades ago. One core contributor to such a change is mobile technology.
According to mobile traffic statistics, 62% of all internet users access the internet from their mobile devices. What’s more, 61% of the searches on Google (the largest search engine) come from mobile.
Read more at: https://recruitmentjuice.com/blog/how-to-use-mobile-marketing-in-recruitment-effectively/