don’t like recruitment Christmas parties.

And I have been to a few. At least 50 I would say.

50? How old are you Greg? 100?

No, not quite. But 35 years in this biz, and many years where I went to several parties, across various offices of the businesses I ran, means I have clocked up a myriad of Christmas celebrations. And for that matter Chinese New Year parties, Golden Week celebrations, and many other opportunities for crazy recruiter events to unfold.

More information: http://gregsavage.com.au/2016/12/19/the-best-recruiter-christmas-party-in-the-history-of-recruitment/

Here’s a hint for employers wondering why mostly men (or mostly women) are applying for your company’s open positions. Look at the language in your job listings. Chances are, the wording is more biased toward one gender than you realize.

More information: http://www.hbs.edu/recruiting/blog/post/simple-ways-to-take-gender-bias-out-of-your-jobs

Recruiting is a complex task. But innovative recruitment strategies are needed for Generation Z (Gen Z), the most optimistic, intelligent people dealing with tough issues like climate change and terrorism.

More information: http://recruitloop.com/blog/7-tips-on-how-to-best-recruit-gen-z/

As a recruitment company owner, how do you successfully negotiate transforming the small, ‘lifestyle’ business you created into the bigger, ‘corporate’ business it’s becoming?  How do you retain consultants throughout the process, and what are the benefits of doing so?  In the first of three blogs, Chris Orkney, Sales Executive at Bond International Software, draws upon his years of experience working with both ‘lifestyle’ and ’corporate’ recruitment businesses and shares some valuable insight…

More information: http://www.adapt-recruitment-software.com/blog/attract-and-retain-the-best-recruiters-for-business-growth-part-one/

Although HR teams have important role in businesses, research tells us less than one-fifth of line managers rate HR as an effective partner.  That’s alarming given HR teams are tasked with a critical role – finding and retaining talent.

More information: https://www.searchparty.com/blog/five-ways-data-driven-recruitment-can-help-hr-teams-add-value-business/

1.Job Validity:  The time period when the job posting is active matters a lot to candidates while  they are hunting for a job. It would impact the recruiters as well, when they happen to receive a candidate’s profile whose skill set would be perfect for the role but the organization has already hired a candidate due to an urge to close a position.

– See more at: https://www.rekroot.com/blog/read/Top-4-Metrics-To-Keep-In-Mind-For-Hiring-Top-Notch-Talent#sthash.SudkqI6h.dpuf

Candidates who can make themselves stand out from the crowd in a heavily saturated candidate market will be more appealing to would-be employers than those who can’t.

 This is exactly the same when it comes to businesses – in particular recruitment agencies.

More information: http://www.markpearce.net/single-post/2016/10/25/Differentiate-or-die

I talk a lot online and at events about recruitment growth through technology and digital marketing and I love catching up with thought leaders in recruitment to share ideas and debate what can make or break a recruitment business.See more at: http://www.barclayjones.com/blog/recruitment/greg-savage-improving-the-value-of-your-recruitment-business/#sthash.KgOI7WFA.dpuf

See more at: http://www.barclayjones.com/blog/recruitment/greg-savage-improving-the-value-of-your-recruitment-business/#sthash.KgOI7WFA.dpuf