More information: http://www.financialwatchngr.com/2016/09/30/immigration-recruitment-nis-job-trial-resumes/
Four panelists at theHR Technology Conference — all of them from recruiting vendors — struggled to answer the question on so many minds these days: Given all the technological advances during the last 20 years, why is recruiting still such a frustrating experience for many jobseekers and employers?
More information: http://blog.hreonline.com/2016/10/06/why-is-recruiting-so-hard/
A Brent crude price hike to $70 per barrel would see a mass recruitment drive in the oil and gas industry, according to the majority of voters in a poll carried out on social media platform Twitter.
More information: http://www.rigzone.com/news/oil_gas/a/146929/BLOG_70_Brent_Would_See_Mass_Recruitment_Drive_in_Oil_Gas
It’s a tough time to be a recruitment leader. So many challenges, so much change.
In my work across the globe, meeting and advising Owners and Managers of recruitment businesses, five key themes have emerged.
More information: http://gregsavage.com.au/2016/09/06/the-five-biggest-mistakes-recruitment-leaders-are-making-now/
Retail recruitment case study of the month: Countdown recently used Weirdly to recruit the right staff for their fancy new Ponsonby store. Resourcing Advisor, Stacey Scammell shared the results and talked about how they did it and why they chose Weirdly.
More information: https://weirdlyhub.com/retail-recruitment-countdown-case-study/
Has a recruiter ever excitedly told you that after rejecting all the job hoppers they’ve found a ‘purple squirrel’ on gardening leave?
Maybe they’ve suggested a Stay interview or Job Shadowing your current CXO level employees before attempting to poach from your competitors?
More information: http://recruitloop.com/blog/the-non-recruiters-guide-to-hiring-terms/
More information: http://www.webrecruit.co.uk/employer-blog/hr-professional/5-tips-for-recruiting-the-ideal-employee
Filling a vacancy might be urgent. Sometimes, the temptation to get warm bodies in can be irresistible. However, the costs associated with that one hire can be far greater than you realise. Poor recruitment outcomes might end up costing a business far more than if it had left the position open to find the right candidate.
More information: http://www.thesearchparty.com/blog/how-much-wrong-hire-will-cost/
You might have stumbled across this post because you are thinking about implementing a social recruiting strategy. Or maybe you’ve found that job boards and other recruiting techniques of the early 2000s aren’t quite as effective as they used to be and are looking for new avenues for recruitment. Whatever the reason may be, everyone’s talking about social recruiting.
More information: https://www.work4labs.com/4-reason-to-start-socialrecruiting-today/
Okay, as a recruitment software provider, you’d expect us to sing the praises of automating recruitment administration over manual methods.
But today we’re focusing on very real and significant reasons why manual processes simply aren’t sustainable – and all three relate to your recruitment data.
More information: https://hireserve.com/recruitment-data-manual-methods
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