Here are 2 interesting statistics:
- Recent research has found that nearly three in four employers (74 percent) say they’ve hired the wrong person for a position.
- According to Career Builder, a single bad hire can cost a company upwards of $50,000.
I rest my case.
More information: https://recruitingblogs.com/profiles/blogs/how-to-interview-candidates-effectively-3-simple-ways
You’ve found a promising candidate you’ll be interviewing soon. Their skills and experience seem to match exactly what you need for the role you’ve been working on. However, will this candidate fit into the company’s culture? On top of asking skills-based questions, you should be prepared to determine if the candidate would fit into your corporate culture too.
More information: https://recruitingblogs.com/profiles/blogs/the-best-interview-questions-to-ask-to-determine-cultural-fit
Connecting to candidates has become increasingly difficult and relying on traditional recruiting techniques like phone calls and emails to connect with an on-the-go workforce will likely result in losing out on a worthy applicant. Instead, companies are utilizing methods that align with the communication preferences of today’s talent generation and switching to text-based recruiting.
More information: https://theundercoverrecruiter.com/texting-is-helping-recruiters/
So, you’re thinking about hiring international employees. Congrats! Recruiting talent outside your country borders has numerous benefits. It lets you widen your talent pool, minimize skill gaps, diversify your corporate culture, and come up with fresh business ideas.
However, hiring and managing international staff comes with numerous complexities. According to the 2016 research study by CEMS, almost half of businesses struggle to find the right international candidates.
More information: https://recruitmentjuice.com/blog/how-to-overcome-the-obstacles-of-recruiting-international-talent/
If you’re a recruiter who’s used to pitching your services on a contingency basis, it’s likely the idea of selling a retainer to a client sounds like a pretty daunting task to you. But making the move to bring retained search into your recruitment offering isn’t half as scary as you think, and the pay-off is huge!
More information: https://blog.firefishsoftware.com/contingency-vs-retained-recruitment
Achieving workplace diversity was the top priority for employers in 2018.
The first step in building a diverse workforce is to hire more diversified candidates.
According to LinkedIn’ survey of 9,000 talent leaders and hiring managers across the globe, the number one global recruiting trend was diversity.
More information: https://recruitingblogs.com/profiles/blogs/10-ways-to-attract-and-hire-diverse-candidates
In the United States this year, job attrition reached its highest rate since records began in 2000. Data from the Bureau of Labor Statistics reveals that 3.5 million people voluntarily left their jobs in October — a quit rate of 2.3%. And with the number of open jobs exceeding the number of unemployed people by almost a million, it’s a candidate’s market out there.
More information: https://business.linkedin.com/talent-solutions/blog/employee-retention/2018/job-quit-rates-are-soaring-5-tactics-to-keep-your-employees
Being a recruiter is awesome only if you update yourself with the latest technology and trends. Do you agree with this or not? This is why you must attend events.
We have listed a few recruitment events that you should attend to know what’s happening in the market and what are the latest technologies that will be helpful for you to hire the best talent.
Let’s have a look at the top conferences that you should attend in 2019.
More information: https://recruitingblogs.com/profiles/blogs/top-11-recruiting-events-every-recruiter-must-attend-in-2019
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/
Employees are the heartbeat of every organization—that’s why it’s so important to hire the very best candidates for each position you fill.
“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies.” – Lawrence Bossidy, GE
If you’re like most in the talent acquisition biz, you’re probably looking for different ways to improve the quality of recruiting and hiring practices at your organization.
More information: https://harver.com/blog/improve-quality-of-hire/