You will have probably seen the good, fast, cheap triangle. The dilemma is that you can only choose two. You’re forced to choose speed, quality or cost. Something that is good and cheap will not be fast. Cheap and fast, not good. Good and fast, not cheap. This is true when it comes to hiring and your recruitment metrics.
This is why we have divided your most common recruitment metrics into three categories: speed, quality, and cost.
More information: https://blog.recruitee.com/recruitment-metrics-guide/
Without a crystal ball, it can seem impossible to plan for the unknown. This is why, despite the dynamic nature of hiring, embracing change continues to elude many recruiters. And yet, given low unemployment levels, omnipresent economic uncertainty, and evolving business objectives, future hiring will require more than just understanding all the features and functionalities of an ATS.
More information: https://recruitingdaily.com/creating-a-recruiting-strategy-that-embraces-change-5-steps/
Does it feel as if your hiring process is more of a hit and miss affair than a streamlined process? Are you trying to figure out what works, what doesn’t, and where you’re going wrong? If that sounds familiar, ATS tracking could be the solution.
But what is an applicant tracking system or ATS actually?
More information: https://blog.recruitee.com/ats-tracking/
Whenever I talk about biases in hiring, people just seem to get it naturally. I guess we’ve all experienced them because they are far more common in everyday decision-making than we realize.
Where do biases come from?
According to “Thinking Fast and Slow — Daniel Kahneman,” there are two mechanisms of decision-making in our brain – System 1 and System 2 (rather creative names!).
More information: https://recruitingblogs.com/profiles/blogs/eliminate-your-biases-to-make-better-recruitment-decisions
Much has been written about the millennial generation and its impact on the workplace in general. But what, specifically, can you do as a law firm to engage with this demographic group? And what changes can you make to ensure you’re recruiting and retaining the very best of Generation Y?
What is a millennial?
More information: https://recruitingblogs.com/profiles/blogs/how-to-recruit-and-retain-millennial-solicitors
One of the key ingredients for a start-up to become successful is a passionate, dedicated and skilled workforce in which everyone is willing to contribute their 100%. But most start-ups are not really very famous or established enough that they can attract the best in business on just there name. Hence the dilemma that most start-ups face is attracting the right kind of crowd for hiring. Well, that’s where Careermarshal swoops in. We, at Careermarshal have curated a list of suggestions on how to attract the best when you are a start-up only.
More information: https://careermarshal.com/blog/ways-attract-best-talent-startup/
Organizations across the world are increasingly embracing a global mindset and trying to achieve cross-cultural competence to stay relevant and do more than just survive. Most of them now have structured diversity practices and initiatives if not a couple of ad hoc strategies in place.
Ensuring a truly inclusive workplace diversity is not about avoiding litigation
More information: https://www.hackerearth.com/blog/talent-assessment/enabling-workplace-diversity-blind-recruitment/
There are times when you only have one opening but have interviewed multiple outstanding candidates. A decision has to be made and you’ll only be able to hire one. So what do you do with the candidates that you don’t choose? How do you make them feel good about your company, so that they consider you again in the future? This blog will outline the steps to take to make sure you don’t lose them.
More information: https://recruitingblogs.com/profiles/blogs/how-to-keep-applicants-interested-in-working-for-you
What is covered in a pre-employment background check?
A standard background check uses a person’s name, birthday and social security number to collect a variety of information on them from public and private databases. A respected background check provider can access all relevant sources and generate an easy-to-understand report on the applicant for the employer to review.
In most cases, a pre-employment background check covers the following areas:
- Identity verification – Confirm the applicant has provided an accurate name and social security number and is a U.S. citizen or has legal right to work in the country.
More information: https://recruiterbox.com/blog/what-are-pre-employment-background-checks-and-why-are-they-important
How often, after applying for jobs, have you been left frustrated and disappointed by a prospective employer ceasing all communication with you and vanishing at a certain point, not even telling you whether your application was a success or failure?
Now, fast-forward to the current work of your hiring managers and HR staff, and you can probably begin to realise precisely why that situation comes to pass so often.
More information: https://www.webrecruit.co.uk/blog/recruitment-insights/why-its-so-important-to-keep-communicating-with-your-pipeline-candidates/