You put up a post on LinkedIn and ask your fellow colleagues to share it. Nobody bothers, right? Meanwhile, you see your competitors face blasted all over social media with tons of engagement, and you’re wondering “what the hell am I doing wrong?!”
I’m here to be the voice of reason you need to tell you that you’re probably getting a few things wrong.
Knowing and understanding where you’re going wrong is one thing, and I can shout about it all day. Actually doing something about it is where you’ll start to notice a difference.
Read more at: https://recruitmentjuice.com/blog/recruiters-heres-why-youre-getting-zero-engagement-on-social-media/
Recruitment is an ever-changing landscape. You may think you have the best recruitment process in place but guess what you may be wrong. There is a big disparity in perception between how you view your recruitment practice versus what your candidates think.
Millennials and their younger counterparts, the newly arrived Gen Z are reshaping the future of the workforce. Sadly, if you can’t adapt to the change, chances are that you may not be successful in attracting them.
Read more at: https://recruitmentjuice.com/blog/4-reasons-why-recruiters-must-use-candidate-experience-surveys/
One of the biggest concerns that entrepreneurs have while taking the call on whether to outsource or not is “loss of quality”. A combination of much publicized initial hitches and the inevitable occasional red herrings has ensured that quality is seen as a possible risk while outsourcing, especially in offshoring. However on the other hand, letting go of the kind of savings that outsourcing in India or China allows is also extremely difficult. So, what is an entrepreneur supposed to do?
Read more at: https://recruitingblogs.com/profiles/blogs/how-to-outsource-work-without-losing-quality
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/