You can’t achieve your business outcomes without achieving your goals when it comes to hiring and retaining top talent. According to LinkedIn, 70% of people are not actively looking for new jobs, but 87% of people are open to new opportunities. That means a huge opportunity for employers are willing to convince top talent to come and impact their great companies.
Technology has always played a role in the recruitment process, but more recent advances in artificial intelligence (AI) and machine learning have catapulted it to the lead item in the agenda of every chief human resource officer.
From talent engagement to employer branding and candidate assessment, a recent JazzHR study revealed that six in ten SMEs now employ some form of recruitment-specific software, while 25 per cent use AI in their workforce plans.
Job boards have always been and remain to be an important tool for recruiting candidates. But what we do need to address is our over-dependency on them. Running straight to boards as soon as we have a job on is an expensive strategy that drops us bang in the middle of a war for top talent.
So, how can you be more strategic when advertising your jobs?
Read more at: https://blog.firefishsoftware.com/job-board-alternatives
While inquiring about the status of a hiring manager interview training proposal, a client told me she would get back to me as soon as they got their budget approved for next year. As part of our discussion, I asked how much they included in their budget for bad hires.
My client’s answer was that she hadn’t given this much thought, but she was intrigued by the idea.
The 2020 Talent Acquisition Budget Season is upon us and I’m going to be discussing where you should be shifting your talent acquisition budget to make sure you get the greatest return on investment. Lower your cost per resume and applicant and dramatically increase the attention your brand gets in the marketplace. Now is the time that you can ensure that you get a dollar back for every penny you invest in 2020. If you wait until January it’ll be too late and the strategy will be set and the dollars allocated. So stick around cause we’re gonna get started Right Now.
There are many different types of recruitment that organizations use to attract the best staff. Not every job has the same requirements, and each company has different needs. That means employers have to use hiring tactics that will match their environment and appeal to the candidates they’re looking for.
Various types of recruiting methods can be used within the same business, depending on the role and the department.
Read more at: https://blog.recruitee.com/recruitment-methods/
Finding and hiring the perfect candidate is a team effort. It takes close collaboration with various members of a hiring team to carry a football from start to finish, and achieve the best possible results for the company. As the de facto leader of these collaborative teams, the hiring manager plays a central role in this process.
Unfortunately, recruiters often struggle to get hiring managers fully involved in the process.
Read more at: https://blog.recruitee.com/hiring-teams/
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.
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.
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.