Granted, it’s not the most exciting subject to cover, but it sure is important for a lot of businesses.
In particular, British based companies who need to employ international candidates.
According to research, 49% of students at EDHEC Business School’s NewGen Talent Centre said that they’re less likely to seek or accept a position in the UK following Brexit.
Read more at: https://www.coburgbanks.co.uk/blog/attracting-staff/attract-international-candidates-brexit/
Ever sat with a colleague, knocking back a warm, flat IPA and thought things would be better if you did it your way?
You’d cut out all the crap and focus on what you knew worked.
You’d get to keep 100% of your fees.
You’d only work with the clients you want to. And you’d absolutely dominate your niche.
Read more at: https://www.hunted.com/industry-content/why-two-heads-are-better-than-one-in-recruitment
Success of a business requires constant measurement of efforts and analysis of strategies. When assessing the success of recruitment process, there are multiple metrics to be measured. Some metrics describe the efficiency and speed of the hiring process while others are focused on quality. But which metrics you should measure to what effect depends on your organization and objective. In 2019, when every step of the recruitment process has evolved with the help of latest technology, measuring recruitment efficiency is a lot easier and important.
Read more at: https://www.naukrirms.com/blog/how-to-measure-recruitment-efficiency-in-2019/
The hiring process can seem labor-intensive from the recruiting – and applicant – perspective. There is so much to process from creating the job application to finally filling the role. Candidates are expecting more from us, and the great thing is that we finally have technology that can help us live up to their expectations.
Read more at: http://www.greenhouse.io/blog/how-to-create-a-flexible-interview-scheduling-process-that-improves-candidate-experience
Early in my career, I had the good fortune to work as a financial analyst for a Fortune 50 company. During a meeting where the president of a $2 billion group was presenting his business plan for the next year, he was lambasted by the corporate CEO with the following:
“Strategy drives tactics. Tactics don’t drive strategy. And from what I can tell, you have a terrible business strategy, so it doesn’t matter how great your tactics are.”
Read more at: https://business.linkedin.com/talent-solutions/blog/recruiting-strategy/2019/why-you-need-to-reverse-your-hiring-strategy
We’ve been hearing a lot about the concept of future-proofing your business like it’s something entirely new. In reality, wise companies have been future-proofing all along. Regardless of its roots, future proofing—which we’ll simply define as the ability to remain relevant among your competitors—is critical to the long-term success of any organization. While there’s lots of reading out there surrounding corporate-wide future-proofing strategies, our focus is as always on the HR side of things.
Read more at: https://recruitingblogs.com/profiles/blogs/future-proofing-your-hr-strategy-10-tactics-to-ensure-your-hr
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