Innovative Way Of Using Spotify To Attract Talent

Over the last month I have attended (and spoken) at several HR and recruitment conferences across different parts of our industry. It has been really interesting to see talent acquisition from different perspectives, and hear the challenges of recruitment, HR and Talent Leaders. Of course, these challenges are not anything new, especially in some of the (supposedly) mainstream areas like ATS, metrics, direct resourcing, employer brand and social media (recruitment).

More information: http://sironaconsulting.com/2016/04/innovative-way-of-using-spotify-to-attract-talent/

Accents in recruitment and employment

For better or worse, the UK has different attitudes to its regional accents. What are these attitudes, and what impact do they have on employment? Facilities management company DCS Multiserve has provided us with this research…

Accents affect employability

Research has shown that a strong accent can affect how employable a person is – and how they are treated at work.

More information: http://www.recruitingblogs.com/profiles/blogs/dcs-multiserve-accents-in-recruitment-and-employment

Why Recruitment Owner/Managers Need to KPI Themselves for Real Business Growth.

Oddly enough it’s common for recruiters who progress beyond running a desk to stop using KPI’s. It’s the same for a lot of SME business Owner / Managers who not only don’t KPI themselves, they don’t even track the businesses progress beyond placed and invoiced figures. This is easily done in the early days of growing your business, as the owner makes the gradual transition from running a desk to running the business, but remember “you can’t manage what you don’t measure” and if you aren’t keeping track of your business metrics you can’t possibly manage your business effectively.

More information: http://www.recruitingblogs.com/profiles/blogs/why-recruitment-owner-managers-need-to-kpi-themselves-for-real

Want to Create Irresistible Recruitment Email? Here’s 6 Sneaky Hacks to Help

According to a LinkedIn survey, only 15 percent of candidates are not even open to considering a new job. That means an overwhelming 85 percent ARE open to a new position, maybe via a recruitment email.

In such a scenario, if your email campaigns are not getting at least 45–50 percent conversions it is quite likely that you are doing it wrong.

More information: http://recruitingdaily.com/want-create-irresistible-recruitment-email-heres-6-sneaky-hacks-help/

6 Hot Tips For Improving Your Recruiting Cold Calls

Successful employee recruitment is one of the driving factors behind any business, and while it’s gotten easier than ever thanks to sites like LinkedIn, there is still a place for recruitment cold calls.

Here are some of the best practices and tips for improving recruiting cold calls to candidates because it is one of the most important steps in the recruitment process.

More information: http://recruitingdaily.com/6-hot-tips-improving-recruiting-cold-calls/

When is the time to pay attention to recruitment marketing?

Whatever your company’s sector, it’s understandable that if you have very few employees – let’s say, 10 to 20 – you won’t want to spend a huge amount of money on recruitment advertising.

Sure, you want to find the right people for your vacancies, but when your firm is still small and growing, it’s in a very vulnerable position. It just doesn’t pay to lavishly splash out on recruitment marketing – even less so when you aren’t actively looking for someone right now.

More information: http://www.webrecruit.co.uk/employer-blog/hr-professional/when-is-the-time-to-pay-attention-to-recruitment-marketing

How to recruit successful HR staff

All too many organisations don’t have HR departments that exactly enjoy the complete approval of leaders and staff. Indeed, you may be familiar with grumbles from your senior executives about your HR department lacking business or strategic understanding, while lower down your company, there may be widespread sentiments among employees that HR is not their “friend”.

More information: http://www.webrecruit.co.uk/employer-blog/recruitment-tech/how-to-recruit-successful-hr-staff

Here’s What We REALLY Need to Do to Improve Recruitment Methods

I think there are a lot of things that are straight up broken with most companies. Probably No. 1 on any list should be the lip service/BS that we let into our hiring and recruiting processes.

Executives yelp, bellow, and screech from the rooftops about “the war for talent.” They need “A-Players.” And then, where do they root the process? Human Resources. Let’s do a little logic puzzle, LSAT style.

More information: http://recruitingdaily.com/heres-really-need-improve-recruitment-methods/

6 Keys to Making a Catchy, Compelling Recruitment Video

People love watching videos online. In fact, online video now accounts for 69 percent of all internet traffic, and 55 percent of people watch online videos every single day.

For recruiters, there’s an even more important statistic to consider: More than 50 percent of businesses that use video see a decrease in the time it takes to a fill a position, and almost half experienced an improved cost per hire.

More information: http://recruitingdaily.com/6-tips-making-catchy-compelling-recruitment-video/

Accents affect employability

Whatever your company’s sector, it’s understandable that if you have very few employees – let’s say, 10 to 20 – you won’t want to spend a huge amount of money on recruitment advertising.

Sure, you want to find the right people for your vacancies, but when your firm is still small and growing, it’s in a very vulnerable position. It just doesn’t pay to lavishly splash out on recruitment marketing – even less so when you aren’t actively looking for someone right now.

It’s no secret that social media is used regularly within the recruitment process; in fact, 84% of companies recruited using social media last year.

LinkedIn is usually the preferred choice of social networks for recruiters to source candidates, as Facebook and Twitter can seem intrusive; typically, they’re designed for personal use, whereas LinkedIn is a professional network.