In a recent webinar titled Inclusion in Action: How to Source Diverse Talent, our speakers shared their best strategies and tips to build a more diverse candidate pipeline. They reviewed some tried-and-true platforms tactics, like using LinkedIn’s People Also Viewed section and recruiting from underrepresented communities on GitHub. But they also shared some phenomenal out-of-the-box ideas to source a diverse candidate pipeline. With so much competition for talent, we wanted to share some of those ideas to help you stand out.
However, that doesn’t mean it’s a part of your site that should be ignored. After all, it may well be one of your site’s most frequently visited pages, especially if you’re a prominent local employer or are presently undergoing strong growth.
A good hire can change the course of a business. A bad hire…can also change the course of a business. While the impact of a bad hire is often discussed in relation to their detrimental impact on start-ups, hiring the wrong person in any team or organisation can end up costing the business a significant amount of time, money and resources.
The fact that 78 per cent of job candidates apply for jobs using their mobile devices, and 55 per cent of mobile users look for jobs using their phones means you need to start to think about the do’s and don’ts of mobile recruiting. Mobile recruiting is a strategy that allows you to attract, connect with, and ultimately hire qualified candidates for your organization in a way that’s optimised for the mobile world we live in.
Maybe the relationship between recruiters and hiring managers is without fault in the movies, but in real life, it can be a tense one. Hiring managers are often unsatisfied with the quality of candidates. Recruiters are bothered by the unrealistic expectations from hiring managers. Whatever the reason for the weak relationship may be, it can negatively affect the candidate experience.
Have you ever stopped to think: “Am I doing all that I can to attract soon-to-be college grads?” Because your competitors surely are!
The demand for college graduates remains high. And why is that? Well, college-educated people have a great combination of hard and soft skills. They know how to think strategically, communicate clearly, debate ideas, and apply critical thinking to complex issues.
Whether you run your own small business or work in an HR department, if you’re involved in hiring at all, you’ve probably heard the term “boomerang candidate” recently.
As the name implies, a boomerang candidate is someone who has applied to work for a former employer. The typical boomerang candidate wasn’t fired for performance issues or personality clashes – they likely left their previous position under good terms.
Twitter can be an excellent tool for recruiting candidates, but the main stumbling block many recruiters face when using Twitter is that they treat it like any other social media platform instead of playing to its unique strengths.
Let’s take a look at some of the ways recruiters tend to go wrong when recruiting on Twitter, and most importantly – how to do it right!
Our star candidates are our bread and butter, which is why you need to do absolutely everything in your power to convince them that your agency is the one to place them throughout their entire career – not just their next job.
So what can you do to make sure your best candidates are placed by your agency and your agency only?
If you’re a recruiter hiring without a recruitment plan, things probably get really hectic sometimes. It’s not difficult to see how we can get lost between taking new job briefs, sourcing talent, conducting interviews, and coordinating offers for multiple vacancies.
Do you find yourself wishing you had more control over your hiring? The best way to ditch the stress is to put some time aside to evaluate your recruitment planning process.
Read more at: https://blog.recruitee.com/recruitment-plan/