Great infographics have wanderlust, they beg to travel and be consumed; that’s why you can find them all over the web.
As I’ve been popping back and forth from Pinterest to Facebook to Twitter viewing them all, I thought it might be helpful to filter and bring the Best Recruitment Infographics that you can use, share & learn.
Read more at: https://blog.interviewmocha.com/the-best-recruitment-infographics-on-candidate-sourcing
We all know what the recruiting process is like in the traditional talent landscape. You open a job, screen candidates, move them through the interview process, and, ultimately — extend an offer to the one you want to hire.
But after spending years working with hundreds of the most talented recruiting teams in the world – and during a pandemic no less — I’ve come to learn that no two recruiting teams operate the same.
Read more at: https://www.lever.co/blog/how-automation-can-help-recruiting-teams-streamline-with-fewer-resources/
We all want to find the best human resources blogs. Everywhere you look online these days, you’ll see a so-called expert with a blog, providing advice about HR, recruitment, and careers.
It’s a positive trend. But countless keyboards all over the world have been worn out by people writing second-rate content. And the world of job blogs is not immune.
Read more at: https://www.lifehack.org/articles/work/12-human-resources-blogs-you-need-start-following.html
With the UK still in lockdown and many people working from home, it can feel like a lot of industries have been brought to a standstill. However, businesses still need employees, employees are still leaving jobs, and new hires are needed to replace them, that hasn’t stopped just because we’re no longer in the office.
But with all this remote working, how can you be sure that you are recruiting the right people for a company?
Read more at: https://recruitmentjuice.com/blog/how-to-find-the-perfect-candidate-from-home-a-recruiters-guide/
I like to start my articles with stereotypical recruitment catchphrases. Especially if I’m about to say something vaguely controversial or contradictory.
Previously, I had a go at pinning down what “industry-leading L&D” really means.
Today, I’ve had a look at:
Read more at: https://www.hunted.com/blog/unlocking-extra-effort-in-recruitment/
The last few months have been testing, challenging, confusing, overwhelming and so much more for so many people! During such uncertain times everyone has had to adapt – and fast. Lockdown has meant every day working life has been turned on its head for the masses.
One major change we have all seen in one way or another is that our homes have now become our place of work, the children’s school, our work shop, a hub of creativity – our homes have gone from our sanctuary and transformed into so much more.
Read more at: https://recruitingblogs.com/profiles/blogs/top-tips-for-video-interviews
Recruiting processes are not as simple as posting a job. Recruiters spend hours after hours searching for the right CVs. Call candidates to discuss job descriptions for 20 minutes, only to realize it’s not for them, arrange interviews, negotiate salaries on both ends. And the worklist continues. How can you improve productivity in your recruitment process?
Read more at: https://recruitingdaily.com/5-hacks-to-boost-your-recruitment-productivity-right-away/
Having a D&I policy is still all too often considered a “nice to have”. We need to change our thinking on this. Below are some of the reasons why having a strong diversity and inclusion policy will benefit you, your company and your bottom line.
1. Diverse executive boards generate better returns
This study by McKinsey found that diverse boards perform better, delivering returns on equity that were 53% higher than their non-diverse counterparts.
Read more at: https://www.socialtalent.com/blog/recruitment/diversity-and-inclusion-why-you-need-it
Let’s not delve too much into how and why we got here. From a war for talent, a shortage of skills and near full employment, we now are faced with some of the largest unemployment figures since the Great Depression and a plethora of candidates actively looking for a new role. Yikes! A huge amount of recruitment teams and hiring processes were not built for this kind of market and will need to adapt. Let this blog be a starting point for your hiring team’s evolution.
Read more at: https://www.socialtalent.com/blog/recruitment/how-to-adapt-to-an-active-candidate-market
The world was brought to a standstill in 2020 with the COVID-19 global pandemic. The recruitment industry was no different. While each business has gone through its own personal journey, we started to see themes emerge. One such theme is that many of the processes and practices we predicted for five years down the line have screeched into the present. Remote working, video interviewing, virtual onboarding – these all became commonplace at a scale no one could have predicted. In other words – the future of work is now.
Read more at: https://www.socialtalent.com/blog/recruitment/candidate-attraction-how-the-process-has-changed