All About Passive Candidates – The Insider Guide

As indicated by recruitment specialists Armstrong Appointments, the main 5 persuading elements for passive candidates with regards to new openings for work are better remuneration and advantages, enhanced work environment, life equalization, more open doors for progression, all the more difficult work, and better reasonableness for skill set. Did you realize that passive candidates, willing to get notification from selection representatives, represent almost 85% of the worldwide workforce?

More information: http://www.poachme.in/blog/passive-candidates-insider-guide/#

Don’t let your recruitment go into hibernation over winter

As the winter nights draw in and we begin the seasonal change to winter, where the mornings stay darker and by the time we leave work, night has already fallen. Everybody seems to be slowing down but that doesn’t mean that your recruitment efforts should freeze.

More information: https://www.blueoctopus.co.uk/blogtopus/dont-let-recruitment-hibernate/

How to Build a Strong Employer Brand

In today’s competitive environment we always hear the importance of building a brand. In recruitment and to keep the top talent motivated in your organization, the value of a brand building is even more important. Nowadays the competition for top talent is fierce, so the employers need to do a lot more than just dangling higher salaries, more flexible hours and incentives to differentiate themselves from the competition.

More information: http://www.recruitengineers.in/blog/employer-zone/how-to-build-a-strong-employer-brand/

TOP 4 METRICS TO KEEP IN MIND FOR HIRING TOP NOTCH TALENT.

1.Job Validity: The time period when the job posting is active matters a lot to candidates while they are hunting for a job. It would impact the recruiters as well, when they happen to receive a candidate’s profile whose skill set would be perfect for the role but the organization has already hired a candidate due to an urge to close a position.

– See more at: https://www.rekroot.com/blog/read/Top-4-Metrics-To-Keep-In-Mind-For-Hiring-Top-Notch-Talent#sthash.SudkqI6h.dpuf

Taking Recruitment Mobile: Mobile Career Site vs Native Mobile App

Every time you switch your television on, tune up your radio, or walk by random billboards and posters on the road, you’re bound to see an advertisement for a new mobile gadget. Whether it be a smartphone, a tablet, or any multi-task mobile device, the new trend of “technology-on-the-go” is growing more and more in popularity.

More information: http://blog.hirerabbit.com/taking-recruitment-mobile-mobile-career-site-vs-native-mobile-app/

How Technology Minimises Recruitment Staff Turnover

High staff turnover has been called the biggest threat to growth within consulting and recruitment agencies are certainly among the most affected. Consultant to the industry, Tony Hall, estimates that the current annual turnover is up to 40%. This means more than one in three recruitment professionals will leave their post every year.

– See more at: http://www.bullhorn.com/au/blog/2016/11/minimising-staff-turnover/#sthash.bLtU4lkq.dpuf

THE FUTURE OF RECRUITMENT MARKETING LOOKS LIKE THIS

It looks like a room full of practitioners, analysts and vendors sharing their best-kept secrets to success, their biggest failures and their vision of the future, no holds bar, to further a discipline.

More information: http://blog.smashfly.com/2016/11/11/future-recruitment-marketing-and-recruitment-marketing-best-practices/

IS THIS THE NEW WAY TO RECRUIT?

As recruiters, we are always looking for new ways to match candidates with clients. I love that recruitment can be exciting and it definitely keeps you on your toes, even though we have pretty much been using the same tried and tested methods for years. But – innovation is the key to success, no matter what profession you work in.

More information: https://www.gcsrecruitment.com/media-list/is-this-the-new-way-to-recruit-67787/

Differentiate or die

Candidates who can make themselves stand out from the crowd in a heavily saturated candidate market will be more appealing to would-be employers than those who can’t.

This is exactly the same when it comes to businesses – in particular recruitment agencies.

More information: http://www.markpearce.net/single-post/2016/10/25/Differentiate-or-die

KPI: 3 LITTLE LETTERS THAT FILL US WITH DREAD.

Are Key Performance Indicators right for every recruitment business?

Having moved from a large corporate machine to a small start-up in a completely different discipline, I can see that really, it is not a ‘one size fits all’ model for KPIs.

A major KPI enforced in my previous role was phone time or, as they called it, ‘Tiger Time’. Quite apt really, as it did resemble a ravenous beast that would chase you through the week.

More information: http://recruitmententrepreneur.com/uncategorized/kpi-3-little-letters-that-fill-us-with-dread/