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.
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/
One of the smartest decisions a construction firm leader can make is to partner with a market master construction recruiter. Yet, some in the construction industry still assume that they can handle all of the hiring on their own. This can prove to be a costly mistake that results in poor hires and poor retention. The most effective candidate searches should begin with creating well-written job descriptions that attract construction candidates with proven success.
More information: https://thebirmgroup.com/6-common-signs-you-need-help-with-your-hiring-process/
More information: https://www.inhouserecruitment.co.uk/predictive-recruitment/
I’m sure by now if you are working in recruitment you have heard of the term ’employer branding’. But what exactly does it mean?
For many people, it means various things, but to simplify it, it is how your company promotes itself in a unique way to attract talent. This may be through storytelling, visual elements, benefit packages, company culture or all of these combined.
More information: https://recruitingblogs.com/profiles/blogs/5-reasons-why-you-should-focus-on-employer-branding-for-2019
Yes, you really do need it. If you aren’t already creating recruitment videos, you are way behind. Most companies are already doing it! Recruitment videos are one of the biggest recruiting trends you should consider implementing in 2019.
Using video in recruitment can help you differentiate your employer brand, answer to your candidates’ questions in a compelling way and attract more candidates to apply for your open job positions.
More information: https://recruitingblogs.com/profiles/blogs/how-to-create-a-great-recruitment-video
Technical tests; a common part of the interview process for many companies, but are they adding value to your process or deterring top talent from applying to your roles?
Do they provide employers with the insight they need? Do they enhance the interview experience for the candidate? We’ve weighed up the pros and cons of this interview tool to figure out if tech tests are all they’re cracked up to be.
More information: https://recruitingblogs.com/profiles/blogs/technical-tests-a-valuable-interview-tool-or-a-talent-deterrent-1
Getting the perfect bank of candidates to interview for a role is a science that takes a lot of mastering. There are so many factors that take in deciding who to interview, that numbers are a almost a little irrelevant.
The answer is probably yes, however operationally for your business this isn’t the most practical decision.
More information: https://www.recruitmentrevolution.com/blog/2018/10/why-you-shouldnt-aim-for-a-perfect-number-of-candidates-when-hiring
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