Employee retention is when you manage to retain your employees from hopping over to other companies for jobs. Today, this is the biggest problem for employers as they find their star performers often quit from their posts, seeking jobs elsewhere. Stopping your employees from marching out your door needs a lot of introspection at your place. An employee retention app does just that.
How do Employee Retention Apps help?
These apps help to reduce staff turnover by understanding what the employees are looking for and their current satisfaction rate.
Read more at: https://recruitingblogs.com/profiles/blogs/retain-a-smart-workforce-with-the-help-of-employee-retention-apps
At Recruitee, we absolutely love admiring well-crafted career pages. Seeing how companies are putting their best foot forward to attract the best candidates is inspiring and (at times) fun to witness. A career page can be the window to the soul of the company. When done well, they reflect what the company is actually like from the inside.
With three out of four job seekers reviewing company social media pages and Glassdoor reviews before applying, it’s crucial for you to get your career page right.
Read more at: https://blog.recruitee.com/best-career-pages/
Let me let you in on a not-so-hidden secret. If you’re one of the many teams out there not using analytics in recruitment, then you’re missing out on a virtual gold mine of valuable information. I don’t mean to sound dramatic, but a data-driven approach to recruitment is an absolute must in today’s talent environment. Especially if you hope to consistently and efficiently hire the best candidates. And in this post, we’re going to show you how to get started.
If you’re a bit hesitant about jumping into the scary world of recruitment analytics, then you may be interested in hearing some of the companies who are actively embracing these tactics.
Read more at: https://blog.recruitee.com/analytics-in-recruitment/
When writing a recruitment ad, one of the first sections that recruiters will often focus on is job requirements. It makes sense. Clearly defining what you’re looking for in a candidate is the best way to ensure that your applicants have the skills you’re looking for.
But, a poor presentation of your job requirements (or one that is too specific and rigid) can also have the opposite effect. Instead of encouraging great applicants to apply, these job requirements may actually deter good candidates from taking the jump.
Read more at: https://blog.recruitee.com/job-requirements/
Recruitment is an ever-changing landscape. You may think you have the best recruitment process in place but guess what you may be wrong. There is a big disparity in perception between how you view your recruitment practice versus what your candidates think.
Millennials and their younger counterparts, the newly arrived Gen Z are reshaping the future of the workforce. Sadly, if you can’t adapt to the change, chances are that you may not be successful in attracting them.
Read more at: https://recruitmentjuice.com/blog/4-reasons-why-recruiters-must-use-candidate-experience-surveys/
You may resent the fact that you have to wear a uniform at work. In some cases, it may be uncomfortable to wear long pants during the summer or to wear a hat that is too small but can’t be adjusted. However, wearing a uniform may help to keep you safe while on the job.
Intruders Will Look Out of Place
If your employer didn’t have a dress code, you would have a hard time telling the difference between a colleague and a customer.
Read more at: https://recruitingblogs.com/profiles/blogs/4-safety-reasons-jobs-have-dress-codes
THE QUESTION IS: ARE YOU DELIVERING A GOOD CANDIDATE EXPERIENCE?
I am going to talk about how you can improve your candidate experience. After all, effective recruitment depends upon how happy the candidates are who will eventually become your employees.
Read more at: https://recruitingblogs.com/profiles/blogs/candidate-experience-definition-importance-and-tips-to-improve
Recruiting a candidate is not an easy effort; especially, a passive one. It is very difficult to find, connect and convenience passive candidate to join you. These candidates are happily employed and aren’t actively looking for job opportunities & neither do they respond to recruiter outreach. Passive candidate sourcing, as a result, becomes one of the key challenges for recruiters.
Read more at: http://blog.vasitum.com/hire-right/how-to-find-connect-convince-a-passive-candidate-to-join-you/
As a busy HR professional, think about all the technology you use every day that was unfathomable not so long ago.
You post jobs online; track and analyze candidates with AI; measure the pulse of your organization; provide real-time feedback to employees – all in a bid to be more productive, strategic and stay ahead of the huge demands on your shoulders.
Read more at: https://recruitingblogs.com/profiles/blogs/how-to-build-smart-job-descriptions
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.
Read more at: https://www.glassdoor.com/employers/blog/8-must-offer-benefits-thatll-attract-recruit-working-moms/