There is a lot of female talent out there, and if you know which benefits to offer, you can hire that talent to work for your company. Finding female talent is easy, but making your company attractive enough for them to want to work at is another ball game altogether. For instance, many women are also mothers who are trying to balance their home life and their careers. When you are able to offer them benefits that help them to succeed in their careers and enjoy a healthy home life, you are going to find more and more women who want to work for you.
In a recent webinar titled Inclusion in Action: How to Source Diverse Talent, our speakers shared their best strategies and tips to build a more diverse candidate pipeline. They reviewed some tried-and-true platforms tactics, like using LinkedIn’s People Also Viewed section and recruiting from underrepresented communities on GitHub. But they also shared some phenomenal out-of-the-box ideas to source a diverse candidate pipeline. With so much competition for talent, we wanted to share some of those ideas to help you stand out.
Recruitment fidelity is a thing. So much so that recruiters have been known to drop their rates and extend the guarantee period just to be in a monogamous relationship with the client. There is something to be said for exclusivity, much like swans, finding a partner who is with you and you only makes for a strong union. Between the company, recruiter and candidates there are many interests that need to be served, throw in multiple recruiters and things can get messy. In a marriage between client and recruiter, two’s good company, more and the marriage can get crowded.
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.
Maybe the relationship between recruiters and hiring managers is without fault in the movies, but in real life, it can be a tense one. Hiring managers are often unsatisfied with the quality of candidates. Recruiters are bothered by the unrealistic expectations from hiring managers. Whatever the reason for the weak relationship may be, it can negatively affect the candidate experience.
Whether you run your own small business or work in an HR department, if you’re involved in hiring at all, you’ve probably heard the term “boomerang candidate” recently.
As the name implies, a boomerang candidate is someone who has applied to work for a former employer. The typical boomerang candidate wasn’t fired for performance issues or personality clashes – they likely left their previous position under good terms.
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?
You have probably heard it a million times and read it across various platforms that the job market is on an ever-increasing rise. Assessment methods which worked a few years ago won’t be very effective today!
It is important to use the right methods and tools to build an efficient talent pool.
Job assessments or pre-employment assessments as they are also popularly known to serve this very purpose of finding the right talent.
There is a digital shift sweeping through the recruitment industry. More agencies are looking for ways to enhance their recruitment processes, and they’re turning to new software to do so.
One tool that’s making headlines in 2019 is video-engagement software, which can be used to conduct interviews, as well as headhunt candidates and attract new clients.
A recent study by Cisco predicts that by 2021, 80% of all internet traffic will be video and there will be 1.9 billion video users.
In an interview* that dealt with online comments made about her on-stage chemistry with Bradley Cooper at their performance of ‘Shallow’ at the Oscars, Lady Gaga described social media as the toilet of the internet. But I bet you she never worked in recruitment. Seriously. Look it up. She’s an incredibly talented and critically acclaimed artist but I bet you she couldn’t tell you anything about the 2004 ‘opt-out’ provision that was added by the Department of Business, Innovation and Skills to the Conduct of Employment Agencies and Employment Businesses Regulations 2003, to provide workers and hirers with minimum standards they could expect from private sector recruitment agencies and employment businesses. Could she