Recruiters aren’t born…they’re raised. But where do they get their identity? Their work ethic? From management? HAHAHAHA MANAGEMENT HAHAHAHA. No. Recruiters aren’t the result of some sort of Jurassic Park-esque experiment splicing together “keyword searching”, KPIs and smooth talking. The answer is easy- Recruiters were taught everything they need to be successful from their mothers. Thinking about it over this past Mother’s Day, the lessons are obvious. The impact a Mother has on a recruiter’s life is evident in every way they operate. Don’t believe me?
Read more at: https://recruitingblogs.com/profiles/blogs/mothers-teach-recruiters-how-to-succeed
A good hire can change the course of a business. A bad hire…can also change the course of a business. While the impact of a bad hire is often discussed in relation to their detrimental impact on start-ups, hiring the wrong person in any team or organisation can end up costing the business a significant amount of time, money and resources.
Read more at: https://www.socialtalent.com/blog/recruitment/the-true-cost-of-a-bad-hire
Maybe the relationship between recruiters and hiring managers is without fault in the movies, but in real life, it can be a tense one. Hiring managers are often unsatisfied with the quality of candidates. Recruiters are bothered by the unrealistic expectations from hiring managers. Whatever the reason for the weak relationship may be, it can negatively affect the candidate experience.
Read more at: https://recruitgyan.com/4-ways-how-recruiters-and-hiring-managers-can-work-together/
Whether you run your own small business or work in an HR department, if you’re involved in hiring at all, you’ve probably heard the term “boomerang candidate” recently.
As the name implies, a boomerang candidate is someone who has applied to work for a former employer. The typical boomerang candidate wasn’t fired for performance issues or personality clashes – they likely left their previous position under good terms.
Read more at: https://blog.entelo.com/6-tips-for-interviewing-and-hiring-former-employees
Twitter can be an excellent tool for recruiting candidates, but the main stumbling block many recruiters face when using Twitter is that they treat it like any other social media platform instead of playing to its unique strengths.
Let’s take a look at some of the ways recruiters tend to go wrong when recruiting on Twitter, and most importantly – how to do it right!
Read more at: https://blog.firefishsoftware.com/how-not-to-recruit-on-twitter
You have probably heard it a million times and read it across various platforms that the job market is on an ever-increasing rise. Assessment methods which worked a few years ago won’t be very effective today!
It is important to use the right methods and tools to build an efficient talent pool.
Job assessments or pre-employment assessments as they are also popularly known to serve this very purpose of finding the right talent.
Read more at: https://codeground.in/blog/recruitment-methods-that-work/
For decades the recruitment industry was relatively static with recruiters having full control of the hiring process. The steps were straight forward: identify a vacancy, place a job advert, screen applicants, conduct interviews, and negotiate an offer.
We saw the first ripples of change with the introduction of online job boards in the mid-1990s, but recruitment processes still idled along. In the background, words like “digitization” and “applicant tracking system” were bandied about, but they meant little to the average recruiter.
Read more at: https://blog.recruitee.com/recruitment-industry/
Before you continue reading, get ready to cringe — and maybe laugh at yourself. Because according to industry leader Stacy Zapar, every recruiter is guilty of at least some of the mistakes on this list. Yes, even her.
A “self-proclaimed recruiting nerd,” Stacy is the founder of The Talent Agency, a recruiting consultancy and R4R search firm that helps companies recruit Talent Acquisition professionals.
Read more at: https://business.linkedin.com/talent-solutions/blog/recruiting-tips/2019/most-common-recruiter-fails-how-to-avoid-them-stacy-zapar
So, you’re thinking about hiring international employees. Congrats! Recruiting talent outside your country borders has numerous benefits. It lets you widen your talent pool, minimize skill gaps, diversify your corporate culture, and come up with fresh business ideas.
However, hiring and managing international staff comes with numerous complexities. According to the 2016 research study by CEMS, almost half of businesses struggle to find the right international candidates.
More information: https://recruitmentjuice.com/blog/how-to-overcome-the-obstacles-of-recruiting-international-talent/
Have you ever found yourself walking into a quarterly review unsure of what the outcome will be? Rather than leaving your performance review to chance, we’ve outlined some of the key KPIs that every recruiter should measure themselves against. Staying on top of these key performance indicators is a great way to ensure that you stay on track week to week, and know what you’re doing when your review comes around. Phew!
More information: https://www.socialtalent.com/blog/recruitment/how-should-recruiters-measure-success