There is no denying that many businesses are happy to pay exorbitant recruitment fees or go through lengthy internal recruitment processes without realising that one of the most cost-effective means of talent attraction is sitting right in front of them – their existing workforce.
More information: http://recruitloop.com/blog/4-reasons-to-implement-an-employee-referral-program/
The recruitment industry is booming. APSCo recently revealed that 4,083 new recruitment agencies were launched in 2014, up 7% from the previous year.
Data analysed from Sonovate (Companies House) shows that the amount of recruitment agencies launching are growing exponentially year-on-year. In 2007, 1,303 agencies were launched. In 2010, there was a 60% increase to 2,092. That figure has now almost trebled since before the economic downturn of 2008.
More information: http://www.it-recruitment-blog.com/recruitment-industry-booming-brief-swot-analysis/
For most healthcare companies, recruiting top talent is a major business challenge and priority. Considering that 69% of healthcare organizations are concerned or very concerned about competing with other healthcare providers for the same candidates, it’s no surprise that many of them want to improve their recruitment efforts. However, knowing how to improve their recruitment efforts is another serious challenge altogether.
Deloitte creates an annual Predictions report outlining what they think is going to happen in the tech space each year. Lisa and I often pour over it and cluck like robot hens over a tech trough. In 2008 Deloitte said that it was all about nanotech, talent issues in the tech space, security and privacy. Has much changed? And how does this affect recruiting?
More information: http://www.webrecruit.co.uk/employer-blog/hr-professional/the-5-challenges-of-recruitment-advertising-contract-management
There’s always at least one recruiter in every room who still reminisces fondly about the days of when candidates used to mail in resumes to ads they found in print newspapers.
This, let’s face it, is a way bigger pain in the ass than any ATS will ever be, but that was just how things were done (and not too terribly long ago, too).
More information: http://recruitingdaily.com/recruitment-generational-marketing/
The #Tweetchat campaign in the series of #AskHR discussions is the latest campaign we have come up with to reach out to the HR / Recruitment / TAfraternity across the world and involve them into a discussion that can help change the way we see Recruitment and Hiring.
More information: http://www.recruitingblogs.com/profiles/blogs/ethical-recruitment-important-or-hyped-a-must-read-campaign
Over the past few decades, the human resources department has become a vital part of successful companies all around the world, and its importance is only growing. According to the Bureau of Labor Statistics, HR manager positions are projected to grow at a rate of nine percent over the next eight years, far outpacing the average five percent growth rate across all professions.
More information: http://recruiterbox.com/blog/reasons-to-start-an-hr-department/
More information: http://www.webrecruit.co.uk/employer-blog/hr-professional/6-things-to-include-in-your-mobile-recruitment-strategy
The aim of a job ad is to encourage the highest number of high-calibre candidates to click and apply. That’s the only moment of truth for a job ad. However, since studies have shown that an ad is only one piece of the puzzle, now is the time to stop playing the odds with talent sourcing. Candidates will be more likely to click and apply when you actively publish more online about your brand.
More information: https://www.smartrecruiters.com/blog/3-strategies-to-build-successful-recruitment-campaigns/
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