Data released by Companies House shows there were fewer new businesses started in 2017 than the previous year. However, research shows that this hasn’t affected technology firms – in fact the number of new tech start-ups increased by 60% last year. To put it another way, a staggering 10,016 programming and software development businesses were launched in the UK in 2017.
Most information regarding the difficulties of recruitment nowadays seem to focus solely on trends and the challenges of tech and sourcing but not what could primarily be considered the most important aspect of recruiting; candidate interest. Ask any in-house HR professional and they will say capturing and piquing a potentially strong candidate’s interest is key to any on-boarding process.
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!).
Communication is undoubtedly one of the cornerstones of great recruitment, but it’s also something recruiters seem to get wrong often. Candidates complain about slow communication, lack of responses, and generally, mismanaged expectations. When you consider how many processes a recruiter is managing at any given point, it’s no wonder that good communication practices are left by the wayside. For those managing a high volume of vacancies, recruiting email templates can be a powerful tool to keep your candidate communication in check and help you attract better talent.
More information: https://blog.recruitee.com/recruiting-email-templates/
In the recruitment world, employers are currently competing for the top talent that is in short supply. With the ever changing skill sets needed to keep up with trends, it can be hard to not only find the right people, but be able to attract and hire these people when they are being offered bigger salaries at the larger companies. As a result, employers need to become more receptive and open to the idea of hiring candidates that don’t necessarily fit the mould or job description exactly.
The millennials have entered the workforce in droves with 75% of the workforce comprising of millennials by 2025. However, this increasing presence hasn’t always been met with open arms. Millennials have often been criticised of being spoilt, bratty and in need of constant attention. And years later, hiring managers are still left tearing their hair out trying to figure out this generation. Born into a world of technology, increased connectivity and constant exposure to the issues faced all around the world.
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
Your employees are important to you and your business. That’s why it’s crucial to care about their safety and make it one of your top priorities. Your employee should never feel unsafe while they’re at work. Unfortunately, we live in a world where anything can happen at any time. That’s why it’s key to take proactive measures to ensure that there are safety measures implemented at your workplace at all times. There are five ways you can improve your employee’s safety right now.
A job description with a standard job title and a long list of duties and responsibilities is not just downright boring but also ineffective.
Imagine an online matrimony site that says, “If you are good looking, have an attractive package and an EMI-free home along with a luxury car. Please get in touch”. This is exactly how most job descriptions are actually drafted. If you think about it, no organization wants to hire a generic person. Every employer is looking for a talented professional.