You are a startup recruiter, the recruitment and selection guide is set and you are ready to tackle the applicants. Suddenly, seemingly out of nowhere, you find yourself to have committed a few startup recruiter mistakes.
Being a startup recruiter such as myself, it brings along its own set of challenges such as resource constraints and lack of HRM training or expertise.
More information: http://theundercoverrecruiter.com/startup-recruiter-mistakes/
Based on a suggestion from Andy Headworth and just before St Valentines day, I’ve been looking at sourcing techniques for recruiters to find love. As a result I’ve added to my Facebook search tool to include ‘Relationship Status’ and ‘Interested In’ searches. You can now use this to find single people who like recruiters.
More information: http://www.recruitingblogs.com/profiles/blogs/recruiters-finding-love-on-facebook
There’s nothing new about M&A in the HR Technology Industry; after all, big fish swallows little fish is how most top tier talent vendors have ended up so bloated they can hardly move, much less run at the same speed as the smaller SaaS startups starting to dominate the landscape.
More information: http://recruitingdaily.com/linkedin-sucks-karma-rocks/
Recruitment is a rapidly changing industry, and the characteristics of a successful recruitment consultant have fundamentally shifted over the past decade. Modern recruiters combine matchmaking with sales savvy, talent advising with marketing, and communications with technology. Today, recruitment is equal parts art and science. Those who have mastered this combination have 5 key traits.
– See more at: http://www.bullhorn.com/au/blog/2016/01/art-vs-science-the-5-traits-modern-recruiters-must-have/#sthash.lZPcxwzo.dpuf
Recruitment Juice is a cool online training business, offering one the best jobs going around for a recruiter who loves the industry, but wants a change .
More information: http://gregsavage.com.au/2016/02/02/are-you-a-recruiter-who-loves-recruitment-but-no-longer-wants-to-recruit/
There is no denying that many businesses are happy to pay exorbitant recruitment fees or go through lengthy internal recruitment processes without realising that one of the most cost-effective means of talent attraction is sitting right in front of them – their existing workforce.
More information: http://recruitloop.com/blog/4-reasons-to-implement-an-employee-referral-program/
The recruitment industry is booming. APSCo recently revealed that 4,083 new recruitment agencies were launched in 2014, up 7% from the previous year.
Data analysed from Sonovate (Companies House) shows that the amount of recruitment agencies launching are growing exponentially year-on-year. In 2007, 1,303 agencies were launched. In 2010, there was a 60% increase to 2,092. That figure has now almost trebled since before the economic downturn of 2008.
More information: http://www.it-recruitment-blog.com/recruitment-industry-booming-brief-swot-analysis/
For most healthcare companies, recruiting top talent is a major business challenge and priority. Considering that 69% of healthcare organizations are concerned or very concerned about competing with other healthcare providers for the same candidates, it’s no surprise that many of them want to improve their recruitment efforts. However, knowing how to improve their recruitment efforts is another serious challenge altogether.
Deloitte creates an annual Predictions report outlining what they think is going to happen in the tech space each year. Lisa and I often pour over it and cluck like robot hens over a tech trough. In 2008 Deloitte said that it was all about nanotech, talent issues in the tech space, security and privacy. Has much changed? And how does this affect recruiting?
More information: http://www.webrecruit.co.uk/employer-blog/hr-professional/the-5-challenges-of-recruitment-advertising-contract-management
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