After recently giving you an insight into Apple’s recruitment processes, I thought it was time to put another global brand under the microscope.
The Japanese multinational conglomerate company, Sony Corporation, have been innovating in the electronic sector since 1946.
From generations of game consoles to state of the art television sets, Sony is undoubtedly one of the biggest brands in the world.
More information: https://www.coburgbanks.co.uk/blog/attracting-staff/recruitment-ideas-from-sony/
This month we’ve had a huge storm, the Spring Equinox and Employee Appreciation Day, so it’s safe to say it’s been a busy one!
But even with all of that going on, we still wanted to share some of our favourite recruitment content from March.
Check them out…
More information: https://www.coburgbanks.co.uk/blog/the-best-of/top-5-recruitment-blogs-march/
And in what is a highly competitive market to find the best talent, recruitment marketing becomes more and more important for businesses who don’t want to use a staffing agency to help them find candidates.
So in a mission to help you put your marketing hat on, we’ve put together the 4 most important steps to getting started with recruitment marketing.
More information: https://theundercoverrecruiter.com/effective-recruitment-marketing/
The business environment is highly competitive in the 21st century; organizations have limited reliability with the old-aged recruitment strategies. Due to the increasing number of applications as well as the arrival of diverse qualification background, it is becoming difficult for recruiters to keep the sharpness and accuracy intact in the selecting candidates.
More information: http://www.recruitingblogs.com/profiles/blogs/william-almonte-the-modern-methods-of-recruitment-used-by
Apprenticeship schemes actually originate from the Middle Ages. Master craftsmen were allowed to employ a young person as an inexpensive option of labour.
Since then, there’s been a huge evolution in how apprenticeship schemes work and the way that they are perceived.
According to gov.uk, 491,300 young people started an apprenticeship between 2016 and 2017, with 24.6% of them aged 19 and under.
More information: https://www.coburgbanks.co.uk/blog/attracting-staff/5-reasons-consider-hiring-apprentices/
The competition surrounding graduate recruitment is getting more and more fierce, especially with the reported skills shortage in the engineering and manufacturing industries.
The key to recruiting the best graduates starts by getting to know your target audience.
Excluding mature students, you’ll find that a huge percentage of graduates this summer are members of Generation Z (those born between 1993 and 1999).
More information: https://www.coburgbanks.co.uk/blog/attracting-staff/5-ways-to-recruit-top-graduates/
Telephone interviews are an ideal way to narrow down your search for a perfect candidate and get an initial impression of whether they are a right fit for your business or not, without having to invite them into the office.
Of course this means that phone interviews will also help you save valuable time as well.
More information: https://www.coburgbanks.co.uk/blog/assessing-applicants/essential-questions-to-ask-in-a-phone-interview/
“How do I stand out in a crowded market?”
It is the age-old question that recruiters face each day and it is, unsurprisingly, not an easy one to answer.
I’ve always found that the best ideas are those that have proven to work elsewhere and can simply be tweaked to apply to your business. You can imagine my delight when I discovered a website whose sole purpose was helping people do just that.
More information: https://www.talentheromedia.com/the-recruiting-rundown/evidence-based-marketing-3-marketing-ideas-recruiters-proven-work
When hiring, getting a lot of applicants isn’t always a good thing. Some job seekers just blast resumes off for jobs they’re not entirely qualified for and hope for the best. The recruiting team then has to sort through them all to find the handful who have what it takes to do the job.
In an ideal world, professionals with the right background would be the only ones who apply.
More information: https://recruiterbox.com/blog/how-to-narrow-down-the-candidate-pool-and-make-the-right-hire
It is alarming to still hear the challenges that many individuals have once recruited into an organization that describes themselves as providing “flexibility”. In working with professionals of all ages and all organizational levels, it is still evident that many organizations spruik this right during the attraction phase, but once reality hits, clearly do not have an environment that supports flexible work arrangements.
More information: https://theundercoverrecruiter.com/flexibility-important-to-recruitment-strategy/
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