According to a recent survey commissioned by Lever, 50% of talent practitioners say diversity and inclusion will become more of a priority as a result of the pandemic. With more and more companies proactively working to combat racism, you might be wondering: Where’s best to begin?
Diversity and inclusion take a concerted effort across an organization to make progress.
Read more at: https://www.lever.co/blog/customer-spotlight-talent-optimization-in-the-time-of-covid-19/
How has COVID-19 affected recruitment?
“How can there be a loss of 25 million jobs and a shortage of employees at the same time?”
COVID19 has put the recruitment industry at crossroads. On the one hand, there are millions of talents without any work, ideal for a new hire.
On the other hand, industries like e-commerce are struggling to find human resources to fuel their supply chains.
Read more at: https://www.talentlyft.com/en/blog/article/394/re-imagining-recruitment-in-the-post-pandemic-world
As per the Cambridge dictionary, the word attrition can be described as : “Attrition is the process of gradually making something weaker and destroying it”. Employee attrition almost follows the same definition.
Employee attrition is the decrease of staff when employees leave the association and their replacement is not found yet.
Read more at: https://evalground.com/blog/talent-analytics-attrition-rate-meaning-and-tips-to-improve-it/
We all want to find the best human resources blogs. Everywhere you look online these days, you’ll see a so-called expert with a blog, providing advice about HR, recruitment, and careers.
It’s a positive trend. But countless keyboards all over the world have been worn out by people writing second-rate content. And the world of job blogs is not immune.
Read more at: https://www.lifehack.org/articles/work/12-human-resources-blogs-you-need-start-following.html
In the fast-moving world of recruiting, the main objective while searching for a new employee is to hire the best talent available in market for a given position as quickly and efficiently as possible while also reducing the hiring costs. Technology is helping the whole world in all aspects and it has come a long way in streamlining the overall recruitment process and also improving the candidate experience. Automation helps to reduce unconscious bias, it gives job seekers the flexibility to self-schedule interviews, which makes communication between recruiters and the candidates much easier than ever.
Read more at: https://recruitingblogs.com/profiles/blogs/recruitment-pitfalls-to-avoid-for-a-better-candidate-experience
Technical recruitment is one of the biggest challenges for HR professionals. Recruiters as well as hiring managers worldwide are dealing with tech hiring issues. As we are in the early stage of the digital revolution the demand for tech positions is high but due to a shortage of right talent the tech recruitment is a difficult task.
Read more at: https://recruitingblogs.com/profiles/blogs/4-simple-tips-to-become-successful-tech-recruiter
Everyone fall prey of bad habits like few people are too addicted to their phones and check it too many times in a day or some just can’t resist chewing their nails. It’s easy to develop wrong habits and you won’t even realize you have one unless someone put the spotlight on your habits.
Hiring managers and recruiters can also easily all into a few bad habits amidst continuous pressure and challenge to find great talent. And you might not even realize that your behaviors are negatively impacting business.
Read more at: https://recruitingblogs.com/profiles/blogs/bad-recruiting-habits-you-should-break-immediately
Web developers obviously need strong technical abilities. But when hiring a web developer, candidates’ soft skills can be just as important as their tech prowess.
During a time when many IT professionals are working at home, abilities like communicating clearly and tactfully with colleagues within or outside of the department who are also remote can determine whether someone flourishes or flounders on the job.
Read more at: https://www.roberthalf.com/blog/evaluating-job-candidates/16-web-developer-interview-questions-every-hiring-manager-should-ask
From the first phone screen to the last in-person interview, recruiters know what to expect when it comes to engaging with top talent (as well as the when, where and how). With that familiar foundation to build upon, the only piece left is optimization.
But now with the world of work in a state of change, expectations for when, where and how recruiters connect with candidates is evolving rapidly. All-remote interviews and distributed hiring are now the new normal, and may be for some time to come.
Read more at: https://www.greenhouse.io/blog/3-challenges-remote-interviews-solve
Recruiters have always been able to embrace agility within dynamic circumstances – from last-minute schedule changes to candidate pipeline fluctuations. But what about when hiring slows down, or even temporarily stops?
Recruiting teams are navigating through uncertainty as a result of the current global pandemic. And because of that, hiring plans and recruiting itself may look significantly different today than just a few months ago.
Read more at: https://www.greenhouse.io/blog/considerations-recruiters-hiring-slows-down