A few years ago, I watched New York Times best-selling author Susan Cain’s TED Talk on “The Power of Introverts” and had one of those rare moments in life where everything suddenly made sense.
Wait…what? I’m completely normal and just an introvert? It’s hard to believe I never knew this about myself. The signs were always there: I love to connect 1:1 or in small groups, but dread networking events and ice breakers (just writing those two words raised my blood pressure).
More information: https://theundercoverrecruiter.com/introverts-best-candidates/
Look, your recruiting strategy is effectively 98 percent the same as every other company.
You start with an ATS, you write and publish job openings on job boards and tell brand stories to fill the funnel, then you ask recruiters to vet and shepherd candidates through the interview process and manage the offer negotiation.
More information: http://recruitingdaily.com/start-recruiting-revolution-4-keys-building-killer-recruiting-strategy/
Over the last month I have attended (and spoken) at several HR and recruitment conferences across different parts of our industry. It has been really interesting to see talent acquisition from different perspectives, and hear the challenges of recruitment, HR and Talent Leaders. Of course, these challenges are not anything new, especially in some of the (supposedly) mainstream areas like ATS, metrics, direct resourcing, employer brand and social media (recruitment).
More information: http://sironaconsulting.com/2016/04/innovative-way-of-using-spotify-to-attract-talent/
Oddly enough it’s common for recruiters who progress beyond running a desk to stop using KPI’s. It’s the same for a lot of SME business Owner / Managers who not only don’t KPI themselves, they don’t even track the businesses progress beyond placed and invoiced figures. This is easily done in the early days of growing your business, as the owner makes the gradual transition from running a desk to running the business, but remember “you can’t manage what you don’t measure” and if you aren’t keeping track of your business metrics you can’t possibly manage your business effectively.
More information: http://www.recruitingblogs.com/profiles/blogs/why-recruitment-owner-managers-need-to-kpi-themselves-for-real
Successful employee recruitment is one of the driving factors behind any business, and while it’s gotten easier than ever thanks to sites like LinkedIn, there is still a place for recruitment cold calls.
Here are some of the best practices and tips for improving recruiting cold calls to candidates because it is one of the most important steps in the recruitment process.
More information: http://recruitingdaily.com/6-hot-tips-improving-recruiting-cold-calls/
I think there are a lot of things that are straight up broken with most companies. Probably No. 1 on any list should be the lip service/BS that we let into our hiring and recruiting processes.
Executives yelp, bellow, and screech from the rooftops about “the war for talent.” They need “A-Players.” And then, where do they root the process? Human Resources. Let’s do a little logic puzzle, LSAT style.
More information: http://recruitingdaily.com/heres-really-need-improve-recruitment-methods/
More and more these days, the success of a given company’s hiring campaign hinges on the online recruitment software it is using. But with so many platforms out there that are continually claiming to be the best on the market, how can you be sure of the one that aligns best with your own needs?
First, you need to determine what those needs are
Picking new hiring software for your company isn’t just a case of going for whatever has the longest specification sheet or the lowest price. That’s because you need to first look inward, considering exactly why you are on the lookout for new software – including what is dissatisfactory about your present arrangement.
More information: http://www.webrecruit.co.uk/employer-blog/recruitment-tech/have-you-picked-out-the-most-suitable-online-recruitment-software
More employers are beginning to implement and offer internship programs, and for good reason. The NACE 2015 Internship & Co-op Survey found that more than 50 percent of interns become full-time employees at the companies they intern for. In other words, a successful internship program can be an effective tactic to include in your recruiting strategy.
More information: https://www.recruiting.com/blog/how-to-use-internships-as-a-strategic-recruiting-tool
So you’ve decided to move on.
You’re sure there’s something better out there.
You want to join a firm that will value you more and invest in the tools and training you need to develop.
You’re convinced there’s a team out there for you where you can be around like-minded people who will help you grow both professionally and personally.
More information: https://www.recruiterrepublic.com/recruitment-blog/5-warning-signs-recruiters-should-not-ignore-in-interview-87205/
You’re a Recruiter. Or so your LinkedIn profile states…
But we both know that you’re so much more than that.
Being a Recruitment Consultant today, or to be a good one anyway, means that you must master many skills and wear many hats; employment coach, counsellor, copywriter, blogger, business development consultant, key account manager, researcher, CV writer, marketing consultant … the list goes on and on…
More information: https://www.recruiterrepublic.com/recruitment-blog/recruiters-youre-stronger-than-you-know-87179/