We all know how important social media is to recruitment nowadays, and you need to be using it right. One small slip-up can really kill off your recruitment brand’s credibility, but unfortunately there are a few common blunders that we still see recruiters making time and time again…
So what are these social media fails to avoid in recruitment? Read on to find out.
More information: https://blog.firefishsoftware.com/social-media-fails-every-recruitment-agency-should-avoid
There’s nothing more demotivating than being assigned generic ‘make more placements!’ recruitment KPIs. We all want to be making more placements, but what clearly defined actions can you be putting in place to ensure you’re reaching that ultimate goal?
It’s also equally unproductive to be assigned over-inflated KPIs that you know deep down are totally unachievable, as unrealistic targets will only stress, frustrate and demotivate you.
More information: https://blog.firefishsoftware.com/how-to-set-personal-recruitment-kpis-become-a-top-biller
To help improve your practice and boost your billing, we’ve come up with 5 New Year’s resolutions every recruiter should be making in the new year. It’s time to reflect on the year just passed, and start thinking about how you plan to up your game in 2018!
So what are these New Year’s resolutions every recruiter should make? Read on to find out!
More information: https://blog.firefishsoftware.com/5-dos-and-donts-of-recruitment-sales-at-christmas
Founders care for start-ups like it’s a baby. Of course! You need to put in your time and efforts 24/7 to get the best. If you have a baby, wouldn’t you want them to have the best of things? Exactly. That’s the same case while handling a startup. You really wouldn’t trust your baby to someone who wouldn’t care for them the way you do, right? They should be able to understand how your baby is and work towards making them a better person. That’s exactly the kind of treatment you’d give your startup as well.
More information: http://anzycareers.com/blogs/5-tips-startup-recruitment/
This is part three of a three-part series exploring the future of work and what true diversity can mean for you, the organisations you work in and society at large. Click here to read part one.
Let’s take you back roughly fifty to sixty years. It is the mid-19th century. The Ivy-League colleges in the USA have become a thing. (For those that don’t know the USA context, the Ivy-League refers to a group of prestigious universities which are often associated with academic excellence and social elitism)
More information: https://weirdlyhub.com/brick-wall-education-diverse-workforce/
What kind of sly tricks and crafty machinations are wielded to spot, engage and recruit the ultimate recruiter? Turns out it’s mostly a matter of having a solid product.
As quick as you can, don’t think too much: How does one go from growing up in a remote series of airbase-adjacent Canadian towns to department-head in Silicon Valley?
More information: https://www.smartrecruiters.com/blog/when-the-recruiter-becomes-the-recruited/
In today’s competitive global war for talent, a commitment to diversity hiring could set your company apart. The candidate of today wants to see a commitment to diversity that goes beyond a sentence in the employee handbook. Here are some concrete steps your company can take if they want to walk the walk.
More information: https://www.smartrecruiters.com/blog/recruiting-strategies-to-improve-your-diversity-brand/
Temporary hiring in India is one of the historical forms of workforce deployment. Employers would use temporary or contract staffs in the field of art & sculptor, architecture, education, construction and short-medium tenure workforce requirements across boundaries. We are consequently building on an ancient model and typically reinventing the wheel.
More information: http://www.thecareermuse.co.in/temporary-hiring-in-india/
Expanding your network on LinkedIn is easy; you just hit the blue “Connect” button and wait to see if the people are going to accept or not.
If they accept it, you will add new people into your network, and that’s it.
Yes, this is the easiest way to build a network on LinkedIn. You don’t need any special reason to add them, or even need to know them. If you want to connect someone, that blue “Connect” button is there for you.
More information: http://recruitingdaily.com/bigger-not-always-better-especially-linkedin-conections/
Effective talent acquisition and recruitment often top the list of priorities for organizations as they move into a New Year, and 2018 is no exception.
With unemployment in America continuing to decline (it’s currently at its lowest percentage since 2000), the job market is becoming increasingly competitive. In fact, a serious labor shortage exists across the United States. It’s not simply due to a mismatch in skills, but there are actually fewer employees available overall, especially in industries that most need them.
More information: http://recruitingdaily.com/3-critical-recruiting-trends-will-dominate-2018/
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