As graduation season comes and goes, another class of young professionals will soon be entering the job market. Recruiters will have a whole new group of 20-somethings to hire for entry-level jobs and groom for career success.
You’re likely already familiar with how Millennials and Generation Z differ from the older professionals in your workplace.
More information: https://recruiterbox.com/blog/what-to-know-when-hiring-recent-college-graduates
Early reporting suggests that, compared to past generations, today’s younger workers are less concerned with money and more focused on gaining skills and having meaningful early employment experiences. They’re thinking about the long game. By making your summer workplace experience skills-focused, you can appeal to younger workers and staff up more efficiently for the summer season.
More information: https://theundercoverrecruiter.com/summer-job-candidates/
Gender equality has been under a harsh spotlight for some time now, with pitiful percentages of women in upper management and inexplicable differences in pay. Sure, we’ve made significant progress in the last 100 years, but diversity is still a huge issue and we can’t afford to stop pushing forward.
There are many, many ways in which you can make your workplace a more hospitable place for diversity – not only women. Here are just five!
More information: https://theundercoverrecruiter.com/get-more-women-into-your-workforce/
So sure, I know that it’s the objective of in-house recruitment teams, to reduce the cost of third party expenditure, and recruitment agencies are top of the list. However, against all those odds, the agency industry continues to thrive and in fact, grow year on year.
If this expenditure is a concern but still a necessity, then we need to re-look at the engagement with the more positive and productive words; ‘investment’ and ‘value’
More information: https://theundercoverrecruiter.com/questions-you-should-ask-you-agency/
That’s where the international market comes in. 55% of companies in the US said they were interested in finding talent abroad.
More information: https://www.smartrecruiters.com/blog/what-to-know-before-acquiring-international-talent-in-the-united-states/
Summer, 2001. Do you remember it?
2001 was the year that the first Harry Potter movie came out and delighted audiences watched Harry as he realized he’d been admitted to Hogwarts. And Legally Blonde’s Elle Woods used a homemade VHS tape to get into Harvard. Train’s Drops of Jupiter blasted through the airwaves, and orange-tan teens bounced around America’s then-bustling shopping malls in matching terry cloth track suits.
More information: https://recruitingdaily.com/its-not-summer-2001-anymore-but-we-recruit-like-it-is/
Chris Stack, Founder of Guiding Future Stars, author of the College Recruiting Playbook, and developer of the Designing Your Pathway to College Curriculum is a an expert in college recruiting education. GFS is committed to EDUCATE prospective student-athletes, parents, and coaches about what it takes to play at the next level, how the college recruiting process works, and how to be a successful student-athlete who excels in the classroom, on the field, and in the community.
More information: https://www.soccerwire.com/blog-posts/stack-how-to-create-your-personal-recruiting-platform/
If there is one thing every HR professional is doing, it’s looking for advice on something in the space. Maybe it’s the next big trend, a specific concept, or the desire to lead their own team or company in a new direction. There is no limit to the amount of help and collective knowledge available to those in the HR space. It simply comes down to knowing where to look.
More information: https://www.hrexchangenetwork.com/hr-chro/news/top-5-hr-blogs-why-you-should-bookmark-them-now
Unconscious bias is a scary reality that plagues many organizations and means that the best people aren’t getting the right jobs and promotions. We spoke with Sangita Katsuri of Action Inclusion about how companies can work to eliminate unconscious bias in their hiring process.
If we are honest, we can admit that we have some very conscious biases and preferences for certain kinds of people, characteristics, appearances, behaviors and even nuances of speech.
More information: http://www.recruitingblogs.com/profiles/blogs/eliminating-unconcious-bias-in-hiring
If I had planted a tree by my house every time a hiring manager complained that they had hired less qualified candidates after spending so much time and effort in the process, I’d be living in a forest right now.
The best candidates stay available for ten days at most. 60% candidates don’t complete time-taking application processes. And, more than 75% professionals who fit your idea of the perfect candidate are passive, i.e. not actively looking for a job right now.
More information: http://multirecruit.com/blog/you-are-recruiting-even-when-you-are-not-hiring/
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