I was at the bank with my son the other day and it got me thinking. Each day I put any spare change into a jar in the kitchen that we refer to as “The Sam Fund.” Every penny gets put into his savings account, along with any money he earns, finds or receives as a gift. When the jar gets filled (or my 12-year-old can’t restrain himself), we head off to the coin counter at the bank.
More information: http://blog.smashfly.com/2018/02/27/how-to-use-ai-in-recruiting/
I’ll be honest, it’s been a while since I attended a recruiting event as a candidate. But I still vividly remember what I hated about those events.
Here’s the short list:
More information: http://blog.smashfly.com/2018/02/28/how-to-promote-recruiting-events/
Is it just me, or did February feel especially short this year? Seriously, that month flew by. Between the release of our new Recruitment Marketing Benchmarks Report, SourceCon and a new partnership with Paradox Olivia, it’s been a busy time at SmashFly. With all that, I’m still reading and sharing my favorite recruitment marketing articles. Check them out!
More information: http://blog.smashfly.com/2018/03/02/the-best-recruitment-marketing-articles-of-the-week-march-2/
Two decades ago, businesses did not give a hoot about what went on online. Much to their surprise, they needed an online presence shortly afterward. After a few more years, a mere online presence ceased to do the trick. The time had come for outstanding content, and the popular online “household” phrase ‘content is king’ emerged.
Today, the online space is characterized by cutthroat competition that compels businesses to look beyond content to get to professional writers, who in addition to authoring the content can provide value-added services such as developing a killer content strategy that attracts traffic and converts them into customers.
More information: http://recruitloop.com/blog/hire-professional-content-writer-business/
The success of any business or organization, regardless of how big or small, depends on a well-crafted marketing strategy and a robust hiring process.
Employers have to pay special attention to the people they hire and for the most part these days the hiring process involves both sourcing and recruiting.
It’s not uncommon for organizations to identify these two distinctly different processes (sourcing and recruiting) as the same thing. Sourcing and recruiting aren’t simply two words that refer to the same process; understanding (and accepting!) their differences will help organizations find the best match for a certain position.
More information: http://recruitloop.com/blog/sourcing-isnt-recruiting-impact-hiring/
Every recruiter has to keep themselves updated with the latest information in the recruitment industry. We’ve searched the web for the 10 best blogs for the HR and Recruiting industry.Take some time to subscribe the blogs.
1. ERE
Web: http://www.eremedia.com/ere/
ERE was created in 1998 as an online gathering place for recruiters. It was designed as a destination where the community could network, share best practices, and learn from each other.
More information: http://www.idexcel.com/blog/10-fantastic-recruitment-and-hr-blogs-you-should-be-reading/
Many professionals have a love-hate relationship with recruiters. The few people you end up hiring will hold you in a high regard. They’ll appreciate that you were impressed enough with their background to connect them with the hiring team and give them a chance to make their case for the job.
But the large amount of candidates you don’t end up hiring will likely not remember you as fondly.
More information: https://recruiterbox.com/blog/how-to-not-be-a-bad-recruiter/
Facebook is one of the world’s most visited websites and easily the most popular social network. That means there is a big company operating behind the scenes, made up of talented people like CEO Mark Zuckerberg.
Jobs at Facebook are some of the most sought after in Silicon Valley and the overall technology industry. With so many candidates to consider, the company has to take a smart approach to identifying the right people for every job it hires for.
More information: https://recruiterbox.com/blog/what-facebook-and-mark-zuckerberg-want-to-know-before-hiring-you/
The era of social media has created a new conundrum for job seekers, employers, and recruiters alike. On the one hand, it’s easier than ever before to apply to a job. On the other hand, the ease of applying has inflated the number of applications almost any job posting receives.
Employers and recruiters are now sorting through dozens of applications for almost every job they post. This complicates the already complex process of trying to find the right people for the job.
More information: http://www.inteqna.com/blog/how-new-hiring-tools-are-helping-it-recruiters-get-better-results
Proactive recruitment is focussed on sourcing, engaging and attracting candidates ahead of hiring demand. With the ever-increasing time to hire and cost per hire, it makes sense for recruiters to engage their candidates proactively and stay ahead of the hiring demands.
Unlike reactive recruiting, proactive recruiting doesn’t depend on candidates applying for a position after it’s open.
More information: https://recruiterflow.com/blog/what-is-proactive-recruitment/
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