Whether you are a recruiter working as an employee or run your own recruitment agency, you need to make sure you and your team are future-ready.
Many of today’s recruitment experts note that in the not-so-far future, technology will automate almost all monotonous, manual aspects of recruitment, technically doing away with human effort in the process.
More information: https://www.peoplematters.in/blog/recruitment/5-future-ready-recruiting-skills-you-need-to-know-17469
Recruitment management software is increasingly in demand. Solutions for recruitment automation or so-called Human Capital Management Systems (HCM) offer us great prospects — the HCM global market is expected to grow to $ 22.51Bby 2022, comparing to $14.50B in 2017. How can your business benefit from HCM solution and why develop online recruitment system?
More information: https://stfalcon.com/en/blog/post/why-develop-online-recruitment-system
While running your recruitment email campaign, if your first touchpoint didn’t deliver the result, don’t feed bad. It’s almost always the second and third touchpoint which gets the result.
Followups are crucial but if done wrong (most of us do it wrong) it hardly helps you convert the candidate. We all have seen generic follow-ups like:
More information: https://recruiterflow.com/blog/writing-extremely-effective-followup-recruitment-email/
Hasn’t there been at least one instance with an open role where your sourcing chops have stared at you, blank? You follow the prescribed norm – dive into your ATS, drop InMails, sponsor that LinkedIn post and email active candidates on job boards – only to hit a wall with all the outreach that you trigger.
More information: https://doselect.com/blog/unconventional-recruitment-strategies/
Before the Applicant Tracking Systems (ATSs) entered the scene, recruiters kept candidates’ applications in filing cabinets or stacked up in piles on their desks. ATSs were introduced to the market in the 90’s and even though the first versions were very basic, it symbolised a turning point in the management of the recruitment process across the companies that integrated this solution into their processes. Mainly, because it allowed recruiters to keep a track record of the applications and better organise the information regarding each applicant.
More information: https://www.skeeled.com/blog/2018/07/05/ats-everything-you-need-to-know-about-applicant-tracking-systems/
If you want to find the best employees for your business, you have to do more than just show up to the job interview and hope for the best.
While the emphasis is firmly on the candidate, it’s still essential to understand the processes and thoughts most candidates will experience before they first shake hands with you.
More information: https://www.coburgbanks.co.uk/blog/assessing-applicants/interviewing-job-candidates/
When you browse open HR leadership jobs, you’ll find a few things in common. Companies look for people who have developed and executed large-scale recruiting strategies, worked with senior leadership to identify talent gaps, and managed complex budgets. In recent years, one qualification that has increased in desirability is expertise in the organization’s industry—or at least the ability to learn about it quickly.
More information: https://www.stackoverflowbusiness.com/blog/why-your-companys-industry-should-influence-your-tech-recruitment-strategy
On the surface, the concept of managing employees seems simple. You set their goals, help them work towards hitting them, and make adjustments whenever necessary. Of course, it’s much more complicated than that. Jeff Haden of CBS MoneyWatch once wrote, “Managing is straightforward; leadership is not. You really earn your management stripes when the right answer is, at times, also the hardest answer.”
More information: https://www.stackoverflowbusiness.com/blog/4-mistakes-to-avoid-when-motivating-your-tech-recruitment-team
Staffing businesses used to depend on different technologies and systems to manage their operations – a headache to manage, difficult to integrate, clunky in practice, and, critically, unable to deliver an efficient workflow. Human error, manually updated spreadsheets of candidate data and out-of-date legacy systems all created a heavy admin load.
More information: https://www.bullhorn.com/blog/2018/06/insights-and-integrations-the-future-of-recruitmen/
Social media is by no means a new tool for recruitment. With the rise in popularity of LinkedIn, Twitter and Facebook in recent years, you might think that a large number of recruiters and HR professionals would be utilising it for recruitment advertising purposes.
However, a large number of recruiters still don’t use social media in the recruitment process.
More information: https://www.webrecruit.co.uk/blog/recruitment-insights/5-advantages-of-using-social-media-in-your-recruitment-advertising-strategy/
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