The fact that 78 per cent of job candidates apply for jobs using their mobile devices, and 55 per cent of mobile users look for jobs using their phones means you need to start to think about the do’s and don’ts of mobile recruiting. Mobile recruiting is a strategy that allows you to attract, connect with, and ultimately hire qualified candidates for your organization in a way that’s optimised for the mobile world we live in.
Have you ever stopped to think: “Am I doing all that I can to attract soon-to-be college grads?” Because your competitors surely are!
The demand for college graduates remains high. And why is that? Well, college-educated people have a great combination of hard and soft skills. They know how to think strategically, communicate clearly, debate ideas, and apply critical thinking to complex issues.
Our star candidates are our bread and butter, which is why you need to do absolutely everything in your power to convince them that your agency is the one to place them throughout their entire career – not just their next job.
So what can you do to make sure your best candidates are placed by your agency and your agency only?
82% of companies use some form of candidate assessment testing, according to the recent Talent Board’s Candidate Experience Research report.
Testing candidates help companies ensure that their job candidates really have the required skills to successfully perform their jobs, as they claim in their resume or in a job interview. Without testing your candidates, you’ll end up choosing the best interviewee, not the best person for the job!
If you’re a recruiter hiring without a recruitment plan, things probably get really hectic sometimes. It’s not difficult to see how we can get lost between taking new job briefs, sourcing talent, conducting interviews, and coordinating offers for multiple vacancies.
Do you find yourself wishing you had more control over your hiring? The best way to ditch the stress is to put some time aside to evaluate your recruitment planning process.
Read more at: https://blog.recruitee.com/recruitment-plan/
Here are 2 interesting statistics:
- Recent research has found that nearly three in four employers (74 percent) say they’ve hired the wrong person for a position.
- According to Career Builder, a single bad hire can cost a company upwards of $50,000.
I rest my case.
Attracting top talent for your business can often be a relatively challenging and intensive process. Finding the best and most qualified employees can make a huge difference in the overall success of any company. Therefore, while it can be an intimidating process, it is worth the extra effort to ensure that you are hiring the most qualified candidates.
The following information provides a closer look at effective methods that can help ensure your company is appealing to the top tier of the applicant pool.
More information: https://recruitmentjuice.com/blog/how-to-attract-top-talents-online/
You’ve found a promising candidate you’ll be interviewing soon. Their skills and experience seem to match exactly what you need for the role you’ve been working on. However, will this candidate fit into the company’s culture? On top of asking skills-based questions, you should be prepared to determine if the candidate would fit into your corporate culture too.
Connecting to candidates has become increasingly difficult and relying on traditional recruiting techniques like phone calls and emails to connect with an on-the-go workforce will likely result in losing out on a worthy applicant. Instead, companies are utilizing methods that align with the communication preferences of today’s talent generation and switching to text-based recruiting.
More information: https://theundercoverrecruiter.com/texting-is-helping-recruiters/
As Studs Terkel said in his book Working (1974), “Work is about a search for daily meaning as well as daily bread.” If you were able to find a job that offered meaning, purpose and reward, would you be willing to take a pay cut? According to recent reports, we’ve entered an era of meaning over money — a huge consideration if your business is looking to recruit (and, importantly, retain) top talent.According to the Harvard Business Review, as many as nine out of ten employees are willing to earn less (and limit their earning potential) in exchange for work that is more meaningful.