It’s all about people. It’s as simple as it is true. In our time of accelerating change, a company’s ability to source the right talent, and to do so at scale, will ever more determine its path – whether it leads towards future growth or towards failure.
The pressure is on, no doubt. In the 1950s, a Forbes500 company could expect to operate about 75 years; now it’s lifespan is down to 15. Owning dozens of patents or simply having access to capital and resources no longer cuts it.
More information: https://www.smartrecruiters.com/blog/hiring-success-is-business-success/
It’s a well-known fact that most recruitment startups are founded by ex-recruiters that have done well for another company and feel that they can now go it alone. It’s an exciting journey, but of course, it’s hard going too. In the first 3 – 6 months, when your adrenalin is flowing, you’ll literally be able to work round the clock! However, before you know it, you quickly find yourself doing at least 10 different roles and wondering what a social life used to look like.
More information: http://blog.firefishsoftware.com/how-to-build-the-very-best-team-for-a-recruitment-agency-startup
If you’ve ever wondered how good your recruitment process is, well luckily for you there are some metrics which can help you measure it. It’s handy to know how you compare to your biggest rival or maybe you just want to improve things. So do you rely on measuring the time to hire, the retention of employees, the cost of hire or maybe all of these.
More information: http://theundercoverrecruiter.com/important-recruitment-metric/
Giving someone the benefit of the doubt means that you hold a positive opinion or judgement of a person because there is no reason for you to think otherwise. Here at Weirdly, we strongly believe that recruiters should give people the benefit of the doubt. This means that they can become the people you want them to be. Yet, increasingly, there are more and more examples of people assuming the worst in people and then actively going to look for proof.
More information: https://weirdlyhub.com/benefit-doubt-kinder-candidates/
Wouldn’t it be great if you could just hire the best candidate without having spend days and hours interviewing lots of prospective employee? So when should you decide who would be up for the job – at application stage or during the interview?
More information: http://theundercoverrecruiter.com/increase-interview-hire-ratio/
I recently attended a dance competition which was hosted by professional judges and dancers from across the region, numbering in their hundreds; all competing for accolades of trophies and medals to represent their hard graft and determination after months of rehearsals.
More information: http://theundercoverrecruiter.com/recruiters-learn-from-children/
Recruiters nowadays are more important than ever. Because we now live in a digital era, the marketplace is extremely fast-paced. Being a good recruiter is not all about interviewing and hiring people; it’s also about finding those talents that you want to attract. Each and every big company should take advantage of one or two professional recruiters in order to keep up with the pace.
More information: http://www.recruitingblogs.com/profiles/blogs/5-best-tools-for-better-recruitment-results
Increasingly, organizations are committing to hire veterans, whether because it is the right thing to do, or because veterans are an invaluable source of talent or because, as a government contractor, they must comply with a 6.9% hiring benchmark. Or the effort to hire veterans may stem from a combination of all three of these reasons.
More information: https://www.eremedia.com/sourcecon/sourcing-military-talent-basic-training-in-recruitment-dos-and-donts/
Several researchers have concluded that more than 60% of candidates would not apply for a job in a company that has a bad reputation. Since the financial crisis in 2008, the talent pool has been constantly shrinking. Companies often need to go outside the regular recruitment process in order to attract the best candidates. Recruiters are taking the proven marketing approach when trying to attract top talents. This new trend is also called recruitment marketing.
More information: http://recruitmentjuice.com/blog/how-to-conquer-recruitment-marketing-with-great-content/
We’re passionate about recruitment leaders growing their businesses, and we setup our Recruitment Leaders Podcast to get recruitment industry leaders and thought leaders to donate their ideas into the industry.
There’s a lot of change happening in the sector, and being competitive has never been more key to growth – candidates and clients are working more closely together than ever before.
– See more at: http://www.barclayjones.com/blog/recruitment/what-makes-a-bloody-great-recruitment-business/#sthash.kaPBLpcO.dpuf