How does a recruiter not only survive but actually thrive in today’s climate where most markets and sectors are saturated, where there is an ever-changing threat from social media and internal recruiters strategically placed to cut recruitment costs.
More information: http://theundercoverrecruiter.com/surviving-as-recruiter/
Recruiting agencies and staffing companies both require technology to reduce their pressure of recruiting employees. Manual recruitment is a process which consumes a lot of their time, money and resources. Wastage of these will lead to the downfall of the company automatically. But the process can not be avoided. Recruitment of employees is the most vital task in any company.
More information: http://www.recruitingblogs.com/profiles/blogs/gain-exclusively-from
Recruitment advertising now goes beyond posting a job ad and waiting for an influx of candidates. It requires an understanding of the market and identifying ways to use your brand to attract the best talent.
In recruitment, your employer brand plays a huge part in attracting the right people. According to a Glassdoor survey (2014), 94% of jobseekers are likely to apply to a job if the employer actively manages their employer brand, so it’s something worth thinking about.
More information: http://www.webrecruitireland.com/employer-blog/how-to-guides-tips/employer-branding-and-recruitment-the-5-cs
Bias in hiring is still a widespread problem. Even when we have the best intentions, unconscious biases – automatic, mental shortcuts used to process information and make decisions quickly – can negatively affect our recruiting decisions outside of our awareness and control.
Fortunately, we can now turn to technology to help solve this very human problem. The biggest topic in recruiting these days is artificial intelligence (AI).
More information: http://theundercoverrecruiter.com/ai-reduce-unconscious-bias/
I recently attended a dance competition which was hosted by professional judges and dancers from across the region, numbering in their hundreds; all competing for accolades of trophies and medals to represent their hard graft and determination after months of rehearsals.
More information: http://theundercoverrecruiter.com/recruiters-learn-from-children/
Are you happy with your applicant tracking system ? A recent survey showed that 67% of HR or recruitment professionals are unhappy with their ATS, with the main reason being that they are not attracting or retaining top notch talent. In fact 62% of employers say that there is a good chance that standard ATS are filtering out highly qualified candidates resulting in them losing out top talent.
More information: http://www.recruitingblogs.com/profiles/blogs/is-it-time-to-upgrade-your-ats
Recruiters nowadays are more important than ever. Because we now live in a digital era, the marketplace is extremely fast-paced. Being a good recruiter is not all about interviewing and hiring people; it’s also about finding those talents that you want to attract. Each and every big company should take advantage of one or two professional recruiters in order to keep up with the pace.
More information: http://www.recruitingblogs.com/profiles/blogs/5-best-tools-for-better-recruitment-results
When we discuss recruitment process; social networks, referrals, job boards are some of the best methodologies to search candidates. However, when we correctly analyze why candidates are still not appearing in job interviews, it is usually because of some major blunders employers make in job advertisements.
More information: https://www.thecareermuse.co.in/employers-advertising-services/
Developer hiring is a process that often requires employers to take a different approach than they’ve used in the past. Companies need to acknowledge that recruiting developers is different than it is for non-technical roles, and creating an efficient hiring process requires you to understand what motivates programmers to consider new job opportunities. To help guide your technical recruitment strategy this year, here are a few developer job search stats you should know.
More information: https://www.stackoverflowbusiness.com/blog/3-developer-job-search-stats-to-guide-your-tech-hiring-in-2017
Candidate coaching is the practice of a recruiter taking the time to sit down with their candidate and fully preparing them for an upcoming interview. While this seems like a standard procedure of due diligence for some not all recruiters are in the habit of investing in candidate coaching.
Preparing your candidate for an interview has a whole host of benefits, we have distilled all the positives of candidate coaching and applied them to the three most important people in the process; the candidate, the client and the recruiter.
More information: https://www.socialtalent.co/blog/3-people-impress-investing-time-candidate-coaching