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
The beginning of the year saw the UK hit the lowest rate of unemployment in 44 years. The director of the Jobs Economist consultancy, John Philpott stated in an interview with the Guardian that, “Nobody seems to have told the labour market about the mood of Brexit-related economic uncertainty which has gripped the UK since last autumn.”
220,000 people entered the UK workforce between December 2018 and January 2019 which contributed to a record high employment total of 32.7 million.
Read more at: https://recruitingblogs.com/profiles/blogs/how-to-use-a-recruitment-agency-to-your-advantage
Let me let you in on a not-so-hidden secret. If you’re one of the many teams out there not using analytics in recruitment, then you’re missing out on a virtual gold mine of valuable information. I don’t mean to sound dramatic, but a data-driven approach to recruitment is an absolute must in today’s talent environment. Especially if you hope to consistently and efficiently hire the best candidates. And in this post, we’re going to show you how to get started.
If you’re a bit hesitant about jumping into the scary world of recruitment analytics, then you may be interested in hearing some of the companies who are actively embracing these tactics.
Read more at: https://blog.recruitee.com/analytics-in-recruitment/
When writing a recruitment ad, one of the first sections that recruiters will often focus on is job requirements. It makes sense. Clearly defining what you’re looking for in a candidate is the best way to ensure that your applicants have the skills you’re looking for.
But, a poor presentation of your job requirements (or one that is too specific and rigid) can also have the opposite effect. Instead of encouraging great applicants to apply, these job requirements may actually deter good candidates from taking the jump.
Read more at: https://blog.recruitee.com/job-requirements/
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/
Managing employees in an office environment can be difficult, but it’s far more challenging to manage them from home. When you work remotely, you will need to put in the extra effort to keep track of your employees’ performances, to improve their workloads and to give them as much encouragement as possible.
Hold Regular Meetings
One of the best ways to manage a remote team is to hold a lot of meetings — even taking five minutes of your day to check-in will be better than doing nothing.
Read more at: https://recruitingblogs.com/profiles/blogs/how-to-manage-all-of-your-employees-remotely