It’s no surprise that technology is radically revamping businesses and consumer applications in the world. With path-breaking developments in deep learning, data analytics, cloud-based computing, virtual reality, and AI, no industry in today’s world can escape the clutches and effects of the technological revolution. If properly utilized, these technologies hold so much power, as they can significantly improve efficiency, and consequently, rid the many redundancies that organizations currently face.
Eat the frog… what the f***?
Anyone that knows us has probably seen our posts encouraging Recruiters to adopt a winning or “big billing” mindset. But recently we had one that caused a lot of emails and messages to come in. EAT THE FROG is a common phrase in our office and it’s one I have personally worked to for most of my career. So I was initially confused to see so many questions coming in about this…
Two decades ago, McKinsey researchers observed a brewing war for talent in the business world. And even after two decades, this war for talent is far from over. Hit by massive shifts in business models and the advent of the digital era, organizations are finding themselves competing for talent. Adopting technology can be seen as the panacea for their challenges. Technology implementation across the HR value chain is helping firms with selecting the right candidate, enabling pre and post employee engagement and personalization of the recruitment process.
It’s the social media platform of choice for recruiters everywhere – and little wonder, given the fantastic networking opportunities that LinkedIn affords its 500 million users.
However, if you’re one of the many recruiters guilty of these four common LinkedIn mistakes, you could be seriously damaging your chances of securing top talent or winning valuable business through social recruiting.
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In this digital age, many of the skills required to be a kick-ass recruiter and a top-notch marketer are one and the same. When competition is tough, you need to do everything you can to show you’re the best the recruitment industry has to offer – and marketers know how to do this better than anyone!
Marketing can offer much more to the recruitment industry than just tips on how to be seen and heard, too.
When it comes to designing a recruitment website, there is no rule book. As you might expect, most recruiter sites therefore tend to look different and have varied content. More importantly, they tend to have different levels of effectiveness.
While there is no need for every recruiter site to be the same, there are tried and tested elements that every site should have.
Sometimes, your firm’s worst enemy in the hiring process may not be market conditions, financial limitations or even certain candidates consistently being ‘the one that got away’.
Instead, you may need to scrutinise parts of your own company’s recruitment process to ensure you aren’t self-sabotaging. Here are just a few of the potential problem areas.
The number of interviews
It’s understandable that you might want to hold quite a few interviews to guard against the risk of a promising candidate turning into a nightmare once they are actually in the job.
To put it simply, an exit interview is an interview which is conducted with an employee who is leaving the company. It’s rather similar to when you’re employing someone for a role, but instead of asking questions about why they want the job and why they want to work for you, you’re asking them for their reasons why they have left the job.
More information: https://theundercoverrecruiter.com/conducting-exit-interviews/
A lot of HR teams struggle with how they can show the value they are bringing to the organization. It’s understandable – how do you quantify things like a better culture, or stronger hires? Well, when there’s a will, there’s a way.
It’s always a worthwhile exercise to look at what other parts of the organization are doing to solve a given problem. In this case, marketing once again has shown an interesting way to understand the overall health of our talent acquisition operation, as well as how we can show the value we bring to the rest of the company.