So you did it. After much searching and interviewing you seem to have found the perfect job candidate — now what? Well, if you’re like 95 percent of employers, you’re about to confirm their employment with the last and final step of the vetting process: the background check.
If you mention employment background screening to the average layperson, they’ll probably think you’re talking about checking criminal history (or lack thereof).
Read more at: https://recruitingblogs.com/profiles/blogs/hire-with-confidence-how-to-conduct-an-employer-background-check
What can you really learn about your candidates by wading through tons of resumes?
Good recruiters know that a resume can only show you so much. A basic rundown of someone’s work history isn’t enough to determine a good fit, and if you want to learn more than that, you’ll have to invest a bit of time into investigating the candidate on your own.
Read more at: https://www.recruiter.com/i/new-ai-hiring-tools-are-helping-recruiters-peak-under-the-surface-of-a-resume/
It’s not always easy making a connection with top talent in person. Most often, they happen in speedy small talk at career fairs, off-hand conversations at industry conferences, or formal sit-downs during the hiring process. It’s important, however, that recruiters are able to make the most of these moments so that they can attract and hire the best talent for their company.
Read more at: https://theundercoverrecruiter.com/how-recruiters-can-attract-top-candidates-in-person/
When it comes to finding and hiring new employees, startups and small businesses often face plenty of challenges with the recruitment process. A lot of precious time that could have been utilized for important business tasks is spent on going through the bulky paperwork, filtering applicants, scheduling interviews etc. Moreover, startups may not always have enough resources to fit a professional hiring manager into their budget. However, small businesses can still boost the overall efficacy of the hiring process by utilizing a top-grade Applicant Tracking System (ATS) solution.
Read more at: https://www.naukrirms.com/blog/5-best-applicant-tracking-systems-for-small-businesses/
There’s a popular song lyric you’ve likely heard at some point in your life by a little band called The Beatles. It goes “I get by with a little help from my friends.” This lyric nicely applies to the recruitment landscape today, which increasingly leans on collaborative hires and team-oriented processes to beat the talent competition. The tools of choice for these collaborative hires? The trusty Applicant Tracking System (ATS).
Read more at: https://blog.recruitee.com/collaborative-hiring-2/
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/
82% of companies use some form of candidate assessment testing, according to the recent Talent Board’s Candidate Experience Research report.
Testing candidates help companies ensure that their job candidates really have the required skills to successfully perform their jobs, as they claim in their resume or in a job interview. Without testing your candidates, you’ll end up choosing the best interviewee, not the best person for the job!
Read more at: https://recruitingblogs.com/profiles/blogs/top-5-online-candidate-assessment-platforms
Without a crystal ball, it can seem impossible to plan for the unknown. This is why, despite the dynamic nature of hiring, embracing change continues to elude many recruiters. And yet, given low unemployment levels, omnipresent economic uncertainty, and evolving business objectives, future hiring will require more than just understanding all the features and functionalities of an ATS.
More information: https://recruitingdaily.com/creating-a-recruiting-strategy-that-embraces-change-5-steps/
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
More information: https://www.hackerearth.com/blog/talent-assessment/enabling-workplace-diversity-blind-recruitment/
There are times when you only have one opening but have interviewed multiple outstanding candidates. A decision has to be made and you’ll only be able to hire one. So what do you do with the candidates that you don’t choose? How do you make them feel good about your company, so that they consider you again in the future? This blog will outline the steps to take to make sure you don’t lose them.
More information: https://recruitingblogs.com/profiles/blogs/how-to-keep-applicants-interested-in-working-for-you