LinkedIn democratized recruiting. Instead of being the recruiter with all the “right contacts” in a specific industry vertical, nearly anyone can find a potential candidate.
This means the most highly-skilled workers are receiving enormous amounts of LinkedIn In-Mails. This makes it harder for recruiters to gain responses and interest.
So, with so much competition on LinkedIn, what’s your plan to stand out from the crowd?
Read more at: https://www.jobsoid.com/stand-out-from-the-crowd-with-this-recruiter-linkedin-message/
We all know what the recruiting process is like in the traditional talent landscape. You open a job, screen candidates, move them through the interview process, and, ultimately — extend an offer to the one you want to hire.
But after spending years working with hundreds of the most talented recruiting teams in the world – and during a pandemic no less — I’ve come to learn that no two recruiting teams operate the same.
Read more at: https://www.lever.co/blog/how-automation-can-help-recruiting-teams-streamline-with-fewer-resources/
With the UK still in lockdown and many people working from home, it can feel like a lot of industries have been brought to a standstill. However, businesses still need employees, employees are still leaving jobs, and new hires are needed to replace them, that hasn’t stopped just because we’re no longer in the office.
But with all this remote working, how can you be sure that you are recruiting the right people for a company?
Read more at: https://recruitmentjuice.com/blog/how-to-find-the-perfect-candidate-from-home-a-recruiters-guide/
I like to start my articles with stereotypical recruitment catchphrases. Especially if I’m about to say something vaguely controversial or contradictory.
Previously, I had a go at pinning down what “industry-leading L&D” really means.
Today, I’ve had a look at:
Read more at: https://www.hunted.com/blog/unlocking-extra-effort-in-recruitment/
The last few months have been testing, challenging, confusing, overwhelming and so much more for so many people! During such uncertain times everyone has had to adapt – and fast. Lockdown has meant every day working life has been turned on its head for the masses.
One major change we have all seen in one way or another is that our homes have now become our place of work, the children’s school, our work shop, a hub of creativity – our homes have gone from our sanctuary and transformed into so much more.
Read more at: https://recruitingblogs.com/profiles/blogs/top-tips-for-video-interviews
Recruiting processes are not as simple as posting a job. Recruiters spend hours after hours searching for the right CVs. Call candidates to discuss job descriptions for 20 minutes, only to realize it’s not for them, arrange interviews, negotiate salaries on both ends. And the worklist continues. How can you improve productivity in your recruitment process?
Read more at: https://recruitingdaily.com/5-hacks-to-boost-your-recruitment-productivity-right-away/
Having a D&I policy is still all too often considered a “nice to have”. We need to change our thinking on this. Below are some of the reasons why having a strong diversity and inclusion policy will benefit you, your company and your bottom line.
1. Diverse executive boards generate better returns
This study by McKinsey found that diverse boards perform better, delivering returns on equity that were 53% higher than their non-diverse counterparts.
Read more at: https://www.socialtalent.com/blog/recruitment/diversity-and-inclusion-why-you-need-it
Let’s not delve too much into how and why we got here. From a war for talent, a shortage of skills and near full employment, we now are faced with some of the largest unemployment figures since the Great Depression and a plethora of candidates actively looking for a new role. Yikes! A huge amount of recruitment teams and hiring processes were not built for this kind of market and will need to adapt. Let this blog be a starting point for your hiring team’s evolution.
Read more at: https://www.socialtalent.com/blog/recruitment/how-to-adapt-to-an-active-candidate-market
In the fast-moving world of recruiting, the main objective while searching for a new employee is to hire the best talent available in market for a given position as quickly and efficiently as possible while also reducing the hiring costs. Technology is helping the whole world in all aspects and it has come a long way in streamlining the overall recruitment process and also improving the candidate experience. Automation helps to reduce unconscious bias, it gives job seekers the flexibility to self-schedule interviews, which makes communication between recruiters and the candidates much easier than ever.
Read more at: https://recruitingblogs.com/profiles/blogs/recruitment-pitfalls-to-avoid-for-a-better-candidate-experience
Technical recruitment is one of the biggest challenges for HR professionals. Recruiters as well as hiring managers worldwide are dealing with tech hiring issues. As we are in the early stage of the digital revolution the demand for tech positions is high but due to a shortage of right talent the tech recruitment is a difficult task.
Read more at: https://recruitingblogs.com/profiles/blogs/4-simple-tips-to-become-successful-tech-recruiter