Granted, it’s not the most exciting subject to cover, but it sure is important for a lot of businesses.
In particular, British based companies who need to employ international candidates.
According to research, 49% of students at EDHEC Business School’s NewGen Talent Centre said that they’re less likely to seek or accept a position in the UK following Brexit.
Read more at: https://www.coburgbanks.co.uk/blog/attracting-staff/attract-international-candidates-brexit/
Keeping your customers happy is a crucial part of any business. This is no more the case than in recruitment.
As a recruiter, the most important part of your job is to make sure that your clients are happy. If they aren’t, the result is they don’t hire you again.
Apart from repeat business, there are many other advantages to keeping your clients happy such as reviews and recommendations and reputation.
Read more at: https://recruitmentjuice.com/blog/five-ways-recruiters-can-keep-their-clients-happy/
The hiring process can seem labor-intensive from the recruiting – and applicant – perspective. There is so much to process from creating the job application to finally filling the role. Candidates are expecting more from us, and the great thing is that we finally have technology that can help us live up to their expectations.
Read more at: http://www.greenhouse.io/blog/how-to-create-a-flexible-interview-scheduling-process-that-improves-candidate-experience
Early in my career, I had the good fortune to work as a financial analyst for a Fortune 50 company. During a meeting where the president of a $2 billion group was presenting his business plan for the next year, he was lambasted by the corporate CEO with the following:
“Strategy drives tactics. Tactics don’t drive strategy. And from what I can tell, you have a terrible business strategy, so it doesn’t matter how great your tactics are.”
Read more at: https://business.linkedin.com/talent-solutions/blog/recruiting-strategy/2019/why-you-need-to-reverse-your-hiring-strategy
The beginning of the year saw the UK hit the lowest rate of unemployment in 44 years. The director of the Jobs Economist consultancy, John Philpott stated in an interview with the Guardian that, “Nobody seems to have told the labour market about the mood of Brexit-related economic uncertainty which has gripped the UK since last autumn.”
220,000 people entered the UK workforce between December 2018 and January 2019 which contributed to a record high employment total of 32.7 million.
Read more at: https://recruitingblogs.com/profiles/blogs/how-to-use-a-recruitment-agency-to-your-advantage
We’ve been hearing a lot about the concept of future-proofing your business like it’s something entirely new. In reality, wise companies have been future-proofing all along. Regardless of its roots, future proofing—which we’ll simply define as the ability to remain relevant among your competitors—is critical to the long-term success of any organization. While there’s lots of reading out there surrounding corporate-wide future-proofing strategies, our focus is as always on the HR side of things.
Read more at: https://recruitingblogs.com/profiles/blogs/future-proofing-your-hr-strategy-10-tactics-to-ensure-your-hr
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/