Managing your career in a complex work environment can be challenging, regardless how tough you are. We hear and read everywhere that building adaptability and resilience is key to building a successful career, which I completely advocate for, but the reality is when is too much just too much.
More information: https://theundercoverrecruiter.com/tough-recruiter-days/
Unconscious bias can affect the ways in which we recruit in many ways. We might overlook a talented prospect for candidates who share our own views and characteristics without even knowing it.
As recruiters there really is no place for bias, so how can we stop it from happening? Or at least mitigate it?
More information: https://theundercoverrecruiter.com/avoid-unconscious-bias/
More information: http://www.webrecruit.co.uk/employer-blog/recruitment-tech/3-questions-to-ask-about-that-talent-management-software-youre-considering
We work with our customers every day to make it easier to attract top talent and achieve hiring success. But what prevents that success is mistakes – big ones. And often it’s the very same mistakes that crop up again and again (and again!).
Why? I can’t say for sure. But after reading Lou Adler’s recent post on the topic, I began to realize that in some cases, the rush to fill roles leads to missing opportunities to add more value to the process with just a few refinements.
More information: https://www.smartrecruiters.com/blog/3-key-hiring-mistakes/
Very often in recruitment, you can be faced with a situation where you have to choose between two equally qualified candidates for a certain role.
Even though many people think that this is a great situation to be in it can make the decision process even more tricky. Choosing the wrong candidate for the job can result in a loss of time and money for a company. So how do you determine who is the better fit?
More information: http://www.recruitingblogs.com/profiles/blogs/choosing-between-two-equally-qualified-candidates
To help you measure how effective your recruitment team is, we’ve put together a list of 5 metrics to consider. From focusing on results, to looking at less tangible soft skills, here’s what you should look for when measuring your recruitment team’s effectiveness…
More information: http://blog.firefishsoftware.com/5-metrics-to-measure-how-effective-your-recruitment-team-is
GDPR has the power to send most agency owners into a state of panic, but have you considered how the changes could actually benefit your business? Whilst the new Data Protection legislation will undeniably throw up a few new obstacles for how recruitment businesses operate, it’s not all doom and gloom.
More information: http://blog.firefishsoftware.com/how-to-use-gdpr-to-your-recruitment-agencys-advantage
More information: http://www.webrecruit.co.uk/employer-blog/recruitment-tech/striking-the-right-balance-between-tradition-and-innovation-when-recruiting
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/
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