As a white male, there are few conversation topics more taboo than talking about (much less writing about) the issue of race. It’s one of those things, like politics, sex or religion, that’s just not considered apropos for the workplace.
This is why we only speak of ‘race’ in terms of “diversity” and “inclusion.”
More information: http://recruitingdaily.com/diversity-recruiting-exclusion/
Finding the right candidate for the right job has always been the Holy Grail of recruiting, but thanks to social recruiting technology it’s easier than ever to succeed in that elusive quest. Sifting through a sea of resumes can be discouraging, especially if none of those resumes hint at the perfect match for the position you need to fill. Social recruiting makes it easier to find the proverbial needle in the haystack because it better equips you to attract and engage the interest of the right candidates.
More information: http://theundercoverrecruiter.com/social-recruiting-technology-changed-recruiting/
Seeing the last year’s trend, 2016 has raised a new debate on whether any layman person could take recruitment as his/her career. The big answer is NO. Recruitment is a very specialized field. Just like organisations look for core Marketing, Finance & Operation professionals, similar is the need to have trained recruiter.
More information: http://www.recruitingblogs.com/profiles/blogs/any-body-cannot-be-a-recruiter
More information: http://www.webrecruit.co.uk/employer-blog/hr-professional/5-great-ways-of-using-recruitment-data
If you’re like most employers, you’ve probably already set up some sort of social media presence dedicated to careers and hiring.
A recent study showed fully 94% of recruiters reported using at least one social network for sourcing or talent attraction in 2015, evidence that this emerging technology has already moved from the recruitment margins to the mainstream.
More information: http://recruitingdaily.com/why-social-recruiting-is-everyones-job/
This week we asked the Undercover Recruiter community what recruiters need to stop doing in 2016, in order to find success in the year ahead.
The question attracted a variety of responses, relating to building a better and more collaborative relationship with clients, being proactive in seeking talent and making effective use of data and social media tools available.
More information: http://theundercoverrecruiter.com/recruiters-stop-doing-in-2016/
Here it comes! 2016 has arrived full of new resolutions for improvement within the HR industry. Technology is on its rise within the sector and pre-screening software is taking the lead towards enhancement in quality hire and recruitment process acceleration.
More information: http://www.recruitingblogs.com/profiles/blogs/welcome-2016-the-new-era-in-recruitment-technology
Imagine this. You’re 15 years old, working at an amusement park during summer break. You’re not taking tickets or working with roller coasters. Instead, you’re stuck working games. You know, cheesy stuff like Whac-a-Mole or Guess My Weight, the stuff that visitors aren’t psyched to do but might do anyway as they’re waiting for their hot dogs and nachos to digest before riding the next coaster.
More information: http://recruiterbox.com/blog/3-fun-recruitment-videos-that-engage-candidates/
More information: http://www.webrecruit.co.uk/employer-blog/small-business-owner/4-ways-to-communicate-your-company-culture-in-your-recruitment-advert
“Only one thing counts in this life: Get them to sign on the line which is dotted. You hear me? … A-B-C. A-Always, B-Be, C-Closing. Always be closing. ALWAYS BE CLOSING.
A-I-D-A. Attention, Interest, Decision, Action. Attention – Do I have you attention?
Interest – Are you interested? I know you are, because it’s f#@% or walk. You close or you hit the bricks.”
More information: http://recruitingdaily.com/always-be-closing-almost-never-works-in-recruiting/
TalentMovers 