Recruiterbox is an integral aspect of the recruitment strategy of more than 1,500 organizations. Our software is designed to guide companies in setting up their hiring process, with enough flexibility so that they can make it entirely their own. We’re happy to offer guidance to companies who need it. Ultimately, though, the way each company sets up their recruitment and hiring is entirely their own.
More information: http://recruiterbox.com/blog/bad-recruitment-strategy/
Women in technology — or the lack thereof — is a tricky subject, and one that isn’t easy to resolve. Reports of bias, unequal pay, and limited opportunities abound. Even in the face of numbers that show a direct correlation between more women in leadership and higher returns on invested capital and sales, the tech industry remains confounded when it comes to finding, hiring, and retaining women.
More information: http://theundercoverrecruiter.com/tech-companies-recruit-retain-women/
Working as part of an in-house recruitment team, you receive a lot of approaches from contingent recruitment agencies all offering the same ‘solution’.
The main selling points in an initial approach from said agency are exactly the same. They are industry experts, work with my competitors and can provide a recruitment solution which is better than agencies we currently work with. When challenged over this, they go on to profess that they are different from other agencies without any real ability to provide a differentiator.
More information: http://www.recruitingblogs.com/profiles/blogs/an-open-letter-to-recruitment-agencies
More information: http://www.webrecruit.co.uk/employer-blog/recruitment-tech/4-ways-to-get-the-most-value-from-your-recruitment-software-demo
Since the birth of social media, recruiters have had more choice than ever when it comes to picking the candidates they want to connect with. In just a few clicks, you can pull up a handful of CVs and begin targeting the best matches for the job you’re pushing. So why are many candidates still being contacted about vacancies that are completely irrelevant to their industry?
More information: http://www.recruitingblogs.com/profiles/blogs/is-there-a-mismatch-between-recruiters-and-candidates-on-social
I’m passionate about helping good companies recruit good people, which is why I’ve dedicated so much of my time and effort to building solutions designed to make those matches happen as quickly and as painlessly as possible.
More information: http://recruitingdaily.com/hooking-up-recruiter/
We’ve talked about mobile jobseekers in the past and every time we have the conversation, executives get frustrated at the speed at which job seekers are going. The sheer velocity of mobile adoption has those in the recruiting and HR Technology fields scratching their heads and worried about their wallets.
More information: http://www.recruitingblogs.com/profiles/blogs/the-future-of-mobile-jobseeking
What’s not to love about blogs? They’re more active than websites, they’re faster to post to than websites, they have newer fresher content than websites, they’re a hub of reader participation and interaction, and they provide some excellent insights and opinions into the topic of their choosing. Today, we’re discussing recruitment blogs and specifically the ones you should be reading in order to glean the best, most up-to-date sourcing insights and news the industry has to offer. This is our list of 8 Fantastic Recruitment Blogs You Should be Reading:
More information: http://www.socialtalent.co/blog/8-recruitment-blogs-you-should-be-reading
More information: http://www.webrecruit.co.uk/employer-blog/recruitment-tech/recruitment-software-terminology-explained
The amount of time it takes candidates to go from passive prospects to active applicants has increased significantly since the job market surplus shifted (along with the balance of power) from too many candidate to too little talent.
More information: http://recruitingdaily.com/from-pipedream-to-pipeline-a-closer-look-at-quality-of-hire/
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