One of the greatest barriers to opting for recruiting automation is fear that recruiters will end up being replaced. Not to mention that automation could cost an arm and a leg.
But nothing could be further from the truth! Recruiting software is one aspect of HR tech that is tried and tested, and continuously improving. Recruiting automation systems are user-friendly, and recruiters can easily be upskilled. Plus, it’s accessed from a SaaS platform. So, you don’t have upfront expenses for technology, software or licensing agreements. You pay a service provider a monthly subscription; that’s it!
Read more at: https://blog.recruitee.com/recruiting-automation/
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/
One of the biggest concerns that entrepreneurs have while taking the call on whether to outsource or not is “loss of quality”. A combination of much publicized initial hitches and the inevitable occasional red herrings has ensured that quality is seen as a possible risk while outsourcing, especially in offshoring. However on the other hand, letting go of the kind of savings that outsourcing in India or China allows is also extremely difficult. So, what is an entrepreneur supposed to do?
Read more at: https://recruitingblogs.com/profiles/blogs/how-to-outsource-work-without-losing-quality
Increasing demand for talent creates intense pressure on staffing companies to constantly look for better ways to hire. Staffing leaders agree that the most challenging part is identifying the right candidate from a large pool of candidates as quickly as possible. Many staffing companies are currently doing this and other mundane tasks manually.
Thanks to new technologies that prove effective in streamlining some of the complex and repetitive recruiting efforts, automation helps recruiters become more efficient and increase the speed-to-hire.
Read more at: https://recruitingblogs.com/profiles/blogs/the-era-of-recruiting-automation
We recently caught up with Jay Curry of TalentRobot to ask him what his favorite HRTech tools are and why. Jay is an experienced recruiting and HR leader who’s spent a lot of time in house, and recently launched his own business where he’s gotten to see the insides of many different companies.
We thought it’d be interesting to get his insights on the tools he uses on a day to day basis. Some of these we’ve heard of, and we’re excited to say that some are new to us.
Read more at: https://recruitingblogs.com/profiles/blogs/12-hrtech-tool-recommendations-from-a-talent-acquisition-veteran
As a busy HR professional, think about all the technology you use every day that was unfathomable not so long ago.
You post jobs online; track and analyze candidates with AI; measure the pulse of your organization; provide real-time feedback to employees – all in a bid to be more productive, strategic and stay ahead of the huge demands on your shoulders.
Read more at: https://recruitingblogs.com/profiles/blogs/how-to-build-smart-job-descriptions
Wikipedia describes social proof as: “A psychological phenomenon wherein people copy the actions of others in an attempt to reflect correct behavior for a given situation.”
Robert Cialdini, the Professor of Psychology & Marketing who coined the term, goes on to say that social proof “is driven by the assumption that the surrounding people possess more knowledge about the current situation”.
Read more at: https://theundercoverrecruiter.com/what-is-social-proof/
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.
Read more at: https://www.lever.co/blog/source-a-diverse-candidate-pipeline/
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.
Read more at: https://www.webrecruit.co.uk/blog/recruitment-insights/your-careers-page-doesnt-have-to-be-one-of-the-poorest-parts-of-your-site/
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.
Read more at: https://www.socialtalent.com/blog/recruitment/the-true-cost-of-a-bad-hire