Q: As a CEO at a startup, one of the biggest areas we’re struggling with is talent acquisition. How do you best recommend attracting the best employees and retaining them?

More information: https://www.entrepreneur.com/article/288009

Towards the end of every year, we see key players in the recruitment market begin to spread the word of their hiring predictions for the following year. These forecasts are usually centred around hiring methods and market trends, along with a few details on what jobs they envisage will be in demand the following year (spoiler alert: these almost always include data analysts).

More information: http://blog.firefishsoftware.com/5-sexy-job-titles-for-2017

It’s widely considered a best practice in recruiting to use job titles that are consistent with market conventions and candidate expectations. If you’re trying to hire an accountant, for instance, calling the position a “General Ledger Specialist, Accruals & Reporting” (what one of my employers called the poor bastards balancing the books and budget), while very specific and somewhat sexy, is not likely to yield a whole lot of passive candidates or even active applicants.

More information: http://recruitingdaily.com/internal-mobility-talent-acquisition-recruiting/

Whether you started the role as a recruitment consultant with a longstanding career in mind or, like many people out there you fell into the role, there’s no doubt that working in the field teaches you a lot of invaluable skills which can be transferred into a variety of alternative careers. Moving on from recruitment can seem a daunting task but it shouldn’t be – check out some alternative career options below:

More information: http://theundercoverrecruiter.com/9-alternative-career-choices-enter-recruitment/