What Do Recruiters Need to Stop Doing in 2016? #UROpinion

This week we asked the Undercover Recruiter community what recruiters need to stop doing in 2016, in order to find success in the year ahead.

The question attracted a variety of responses, relating to building a better and more collaborative relationship with clients, being proactive in seeking talent and making effective use of data and social media tools available.

More information: http://theundercoverrecruiter.com/recruiters-stop-doing-in-2016/

Welcome 2016: The new era in recruitment technology!

Here it comes! 2016 has arrived full of new resolutions for improvement within the HR industry. Technology is on its rise within the sector and pre-screening software is taking the lead towards enhancement in quality hire and recruitment process acceleration.

More information: http://www.recruitingblogs.com/profiles/blogs/welcome-2016-the-new-era-in-recruitment-technology

3 Fun Recruitment Videos That Engage Candidates

Imagine this. You’re 15 years old, working at an amusement park during summer break. You’re not taking tickets or working with roller coasters. Instead, you’re stuck working games. You know, cheesy stuff like Whac-a-Mole or Guess My Weight, the stuff that visitors aren’t psyched to do but might do anyway as they’re waiting for their hot dogs and nachos to digest before riding the next coaster.

More information: http://recruiterbox.com/blog/3-fun-recruitment-videos-that-engage-candidates/

4 Ways to Communicate Your Company Culture in Your Recruitment Advert

Your recruitment advertising campaigns are attracting candidates with all the right skills – great!

However, what happens when you invite candidates in for an interview and they’re not a good cultural fit?

Company culture is incredibly important, especially within a small business, and ensuring that a new hire matches your organisation’s core values is vital.

So, how can you attract candidates who are going to thrive in your environment and (hopefully) stay with your business for a long period of time?

More information: http://www.webrecruit.co.uk/employer-blog/small-business-owner/4-ways-to-communicate-your-company-culture-in-your-recruitment-advert

Always Be Closing Almost Never Works In Recruiting.

“Only one thing counts in this life: Get them to sign on the line which is dotted. You hear me? … A-B-C. A-Always, B-Be, C-Closing. Always be closing. ALWAYS BE CLOSING.

A-I-D-A. Attention, Interest, Decision, Action. Attention – Do I have you attention?

Interest – Are you interested? I know you are, because it’s f#@% or walk. You close or you hit the bricks.”

More information: http://recruitingdaily.com/always-be-closing-almost-never-works-in-recruiting/

Talk About a Bad Recruitment Strategy…

Recruiterbox is an integral aspect of the recruitment strategy of more than 1,500 organizations. Our software is designed to guide companies in setting up their hiring process, with enough flexibility so that they can make it entirely their own. We’re happy to offer guidance to companies who need it. Ultimately, though, the way each company sets up their recruitment and hiring is entirely their own.

More information: http://recruiterbox.com/blog/bad-recruitment-strategy/

10 Ways Tech Companies Can Recruit and Retain Women

Women in technology — or the lack thereof — is a tricky subject, and one that isn’t easy to resolve. Reports of bias, unequal pay, and limited opportunities abound. Even in the face of numbers that show a direct correlation between more women in leadership and higher returns on invested capital and sales, the tech industry remains confounded when it comes to finding, hiring, and retaining women.

More information: http://theundercoverrecruiter.com/tech-companies-recruit-retain-women/

An Open Letter to Recruitment Agencies

Working as part of an in-house recruitment team, you receive a lot of approaches from contingent recruitment agencies all offering the same ‘solution’.

The main selling points in an initial approach from said agency are exactly the same. They are industry experts, work with my competitors and can provide a recruitment solution which is better than agencies we currently work with. When challenged over this, they go on to profess that they are different from other agencies without any real ability to provide a differentiator.

More information: http://www.recruitingblogs.com/profiles/blogs/an-open-letter-to-recruitment-agencies

4 Ways to Get the Most Value From Your Recruitment Software Demo

When you’re starting to think about investing in recruitment software, it’s likely that you will be attending multiple demonstrations.

There’s a great deal of software on the market and, as such, it’s important to get the most out of these demos that you possibly can.

A recruitment software demonstration is your chance to ask any of the questions that you have about the software.

More information: http://www.webrecruit.co.uk/employer-blog/recruitment-tech/4-ways-to-get-the-most-value-from-your-recruitment-software-demo

Is There A Mismatch Between Recruiters And Candidates On Social Media

Since the birth of social media, recruiters have had more choice than ever when it comes to picking the candidates they want to connect with. In just a few clicks, you can pull up a handful of CVs and begin targeting the best matches for the job you’re pushing. So why are many candidates still being contacted about vacancies that are completely irrelevant to their industry?

More information: http://www.recruitingblogs.com/profiles/blogs/is-there-a-mismatch-between-recruiters-and-candidates-on-social