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/
Recruitment has never been a gender-specific industry. It’s not an industry you would say ranks low in terms of equal opportunities for women. Or does it? Yes, we might see a lot of women within recruitment, but are a lot of them taking up leadership roles?
We sit down with Sunny Ackerman, a woman who is often found pioneering the discussion and promotion of women in the workplace. With more than 20 years of staffing experience, she is recognized by the Global Power 100 as one of the most influential women in staffing.
More information: https://theundercoverrecruiter.com/sunny-ackerman/
Finding entry-level jobs is seemingly the most daunting activity for a fresh graduate. Armed with a degree, mostly theoretical knowledge and measured practical experience that in most real-life situations count for nothing. More to fret about if you took a gap year or more to explore other interests, now you feel like fish in fresh waters who’s lingered in the shallow end for far too long. All the more reason to dive in the deep, dark and frightful waters quickly but you’re unaware.
More information: http://www.recruitingblogs.com/profiles/blogs/what-questions-not-to-ask-entry-level-employees
Time is rolling faster than ever with the emergence of Internet system. Using online procedure has changed the entire perspective of approach to jobs and people are getting employed every day with its help. The thing is about being at right place at the right, which has been made possible by online recruitment. You can get a job before even knowing at the speed of light.
More information: http://www.recruitingblogs.com/profiles/blogs/william-almonte-online-recruitment-versus-traditional-recruitment
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