As we look back at 2019 and buckle up for 2020, there’s one thing we can all agree on: Recruiting is on fire. And there’s proof too: LinkedIn data shows demand for recruiting professionals has jumped by 63% since 2016.
That’s because finding and engaging talent has only gotten harder. With low unemployment rates, talent professionals are essential for winning over candidates. But not just any candidates — you’re being tasked with hiring people with the right soft skills as well as those that can bring diverse perspectives.
Read more at: https://business.linkedin.com/talent-solutions/blog/recruiting-tips/2019/most-popular-linkedin-recruiting-stories-2019
While inquiring about the status of a hiring manager interview training proposal, a client told me she would get back to me as soon as they got their budget approved for next year. As part of our discussion, I asked how much they included in their budget for bad hires.
My client’s answer was that she hadn’t given this much thought, but she was intrigued by the idea.
Read more at: https://business.linkedin.com/talent-solutions/blog/recruiting-tips/2019/how-to-calculate-cost-of-bad-hiring-decisions
The era of machines is upon us! Automation, AI, and robots are changing the market faster than you could possibly imagine, and humans seem to be at the receiving end of it. Traditionally human skillsets will not work anymore, and a new approach is in order.
Repetitive tasks such as admin, billing, and compliance will soon be taken over by digitization. This is, of course, going to take away a number of jobs, but then it does create new ones too, and also gives employees a push to align their focus and look to pick up the requisite skills.
Read more at: https://recruitingblogs.com/profiles/blogs/essential-skills-for-hr-professionals-in-2020
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