Lynda Spiegel is a founder of Rising Star Resumes, a career coaching and résumé service. She spent 15 years as a human-resources professional.
More information: http://blogs.wsj.com/experts/2016/06/24/why-recruiting-for-specific-skills-often-backfires/
We’re living in an always-on universe where consumers crave real-time information that’s highly personalized, extremely relevant and always available. And the more they get this information, the more they demand it from the brands they frequent — including yours.
More information: http://www.recruitingtrends.com/REC/view/story.jhtml?id=534360953
With traditional recruitment being killed off by social media, recruitment marketing could be the answer you need, says Shelley Hoppe of creative content agency Southerly
More information: http://www.director.co.uk/blog-recruitment-marketing-equips-business-for-a-social-world-19443-2/
Headhunters are far from lazy and harmful, says Kim Frost, who uses them all the time.
Lazy, costly and positively harmful. Why on earth would a university consider using headhunters to fill a senior position?
More information: https://www.timeshighereducation.com/blog/headhunters-are-invaluable-part-recruitment-process
Unless your target candidate is from Europa, they are likely on Facebook. With over a billion daily active users, this platform should not be ignored by any brand. When using this platform, there are many factors that you should weigh including company size, brand recognition and budget.
More information: https://blog.shrm.org/blog/how-hr-can-use-facebook-for-recruitment-marketing
For decades, video has been a prominent outlet used by businesses to engage with customers and consumers. Let’s not forget that even in the 1960s and 70s, corporate videos in some form were being filmed using film or reel, and distributed via Television adverts. Fast forward to today with the digital age in full flow and corporate/recruitment videos are now commonly distributed across the internet, and filmed in 4K. The common standard now rivals what was once considered ‘professional’.
More information: http://prominence.social/Prominence-Blog/ArticleID/314/How-to-Film-a-Recruitment-Video-Yourself-Lights-Camera-Action
In the electronic age it is tempting to imagine finding candidates using just the Internet. Indeed, the Internet does offer plenty of awesome tools that make it easier to find, organise, and place candidates from the comfort of your own desk chair. But good, old-fashioned, in-person networking still has a role to play when you look for candidates for your recruitment agency.
More information: http://www.thesearchparty.com/blog/find-candidates-networking-events/
Last week I was in Kuala Lumpur running a workshop for a group of predominantly internal recruiters.
Although the workshop was specifically focused on ‘recruitment metrics’, I noticed that even early on during some of the breakout sessions and group activities, questions and discussions were taking place off the topic of ‘metrics’ and more around the general frustrations they were all feeling in their jobs.
More information: http://recruitloop.com/blog/how-internal-recruiters-and-hiring-managers-can-work-better-together/
Waiting on clients, waiting on applicants, waiting on the phone to ring – the recruiter’s job is often a reactive one.
But it doesn’t have to be. Some recruiters can predict the future. How do they do so? By proactively digging deep talent pools.
Read our recruiter’s guide to talent pools and find out how you can glimpse the future too.
More information: http://blog.firefishsoftware.com/recruiter-talent-pool
More information: http://www.webrecruit.co.uk/employer-blog/recruitment-tech/2-powerful-ways-to-improve-your-candidate-experience
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