There is a lot of female talent out there, and if you know which benefits to offer, you can hire that talent to work for your company. Finding female talent is easy, but making your company attractive enough for them to want to work at is another ball game altogether. For instance, many women are also mothers who are trying to balance their home life and their careers. When you are able to offer them benefits that help them to succeed in their careers and enjoy a healthy home life, you are going to find more and more women who want to work for you.
In a recent webinar titled Inclusion in Action: How to Source Diverse Talent, our speakers shared their best strategies and tips to build a more diverse candidate pipeline. They reviewed some tried-and-true platforms tactics, like using LinkedIn’s People Also Viewed section and recruiting from underrepresented communities on GitHub. But they also shared some phenomenal out-of-the-box ideas to source a diverse candidate pipeline. With so much competition for talent, we wanted to share some of those ideas to help you stand out.
However, that doesn’t mean it’s a part of your site that should be ignored. After all, it may well be one of your site’s most frequently visited pages, especially if you’re a prominent local employer or are presently undergoing strong growth.
There is a digital shift sweeping through the recruitment industry. More agencies are looking for ways to enhance their recruitment processes, and they’re turning to new software to do so.
One tool that’s making headlines in 2019 is video-engagement software, which can be used to conduct interviews, as well as headhunt candidates and attract new clients.
A recent study by Cisco predicts that by 2021, 80% of all internet traffic will be video and there will be 1.9 billion video users.
I always dreamed of becoming a writer. I studied Creative Writing at university and after graduating, I stepped into the job market bright-eyed and bushy-tailed (and slightly naïve), assuming that I would fall into my dream job straight away.
Of course, I was wrong. I applied for publishing jobs, writing roles, unpaid internships, anything to give me the commercial experience I was lacking.
“Recruitment is 95% marketing.” And a strong marketing strategy uses an array of tactics to engage candidates at the right place, at the right time. But candidates need to be nurtured before they are ready for a hiring conversation.
In this breakfast event, held in partnership with Candidate.ID, we learned how to deploy marketing to build long-lasting, meaningful relationships with candidates in our pipeline over time.
More information: https://www.inhouserecruitment.co.uk/recruitment-marketing-round-up/
We can see that in the yester-years, HR and Marketing departments had little to do with each other. Basically, HR department’s role is to focus on new hires and current employees, on the other hand the marketing team concentrates primarily on the consumer side of things. But in today’s world we can see that with the increasing growth of technology and social media, both the departments have been growing increasingly closer to each other and also it turns out that creating a great employer brand involves many of the same techniques as marketing the brands product.
As Studs Terkel said in his book Working (1974), “Work is about a search for daily meaning as well as daily bread.” If you were able to find a job that offered meaning, purpose and reward, would you be willing to take a pay cut? According to recent reports, we’ve entered an era of meaning over money — a huge consideration if your business is looking to recruit (and, importantly, retain) top talent.According to the Harvard Business Review, as many as nine out of ten employees are willing to earn less (and limit their earning potential) in exchange for work that is more meaningful.
Keeping on top of new marketing trends is extremely beneficial to recruiters, but not everything that comes out of marketing is going to be relevant to our industry, and it can be hard to predict which trends will stick and what will fade away.
We’ve dug out the proven marketing golden nuggets recruiters can’t afford to ignore in 2019!
Achieving workplace diversity was the top priority for employers in 2018.
The first step in building a diverse workforce is to hire more diversified candidates.
According to LinkedIn’ survey of 9,000 talent leaders and hiring managers across the globe, the number one global recruiting trend was diversity.