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
Balancing people and technology is something that managers (and everyone else, for that matter) seems to struggle with, no matter where in the world of work they happen to be working or what industry they’re in.
Of course, striking this balance is in no way limited to simply the office or our professional lives.
More information: http://recruitingdaily.com/people-vs-process-talent-technology/
Despite the trend “recruitment is like marketing,” we think recruitment is more like sales. Ok, employer branding sounds like marketing. But for the most part? It’s sales. Sales convert leads to customers. Recruiters convert candidates to hires. The process is the same: sifting through hundreds, thousands, and sometimes millions of prospects to find the ones that fit your business and help improve your bottom line.
More information: https://recruitee.com/blog/recruitment-analysis/
A few weeks ago I ran a course for a group of Human Capital Managers. The topic of the workshop was Strategic Recruitment Metrics for Driving Measurable Value to Your Human Capital Investments.
Please allow me to blow my own trumpet for a moment, but I know how much the delegates enjoyed it and I know they all got a lot out of it too.
More information: http://recruitloop.com/blog/recruiter-tips-6-metrics-to-always-keep-a-close-eye-on/
Everyone is telling recruiters they need to change.
Hey, half my blogs touch on the same theme!
So, you might be thinking, “OK, I get it. Change is key. But specifically, in what areas is this change meant to take place?”
Good question!
More information: http://gregsavage.com.au/2017/02/21/nine-changes-recruiters-must-make-now/
Despite the broad array of opportunities available in the insurance and asset management sectors, hiring remains something of a challenge. Perhaps because it lacks the glamour of some other industries, insurance and asset management companies have historically struggled to achieve the same levels of interest as other industries, such as law – particularly from younger generations.
More information: https://recruiterbox.com/blog/recruiting-hiring-insurance-asset-management-industry/
Employee turnover happens for a myriad of reasons, both personal and professional. Some change in staff can be a good thing – new people, new ideas. But when turnover is high, problems can arise and costs can mount.
A high turnover rate is a warning sign you shouldn’t ignore. By investigating the underlying causes of employee departure, you can lower your employee turnover rate and focus on your most important objectives – profitability and organisational success!
More information: https://www.searchparty.com/blog/employee-turnover/
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