The core of any business is its people. So where do you start when it’s time to build? Do you create your own internal recruitment team or do you go out and find a proven, experienced recruitment firm to do the heavy lifting for you? Or perhaps it’s a little bit of both?
The pros of creating your own internal recruiting firm include potential cost savings as well as being able to have an internal team that literally lives and breathes the company’s culture.
More information: https://www.recruitingblogs.com/profiles/blogs/8-reasons-to-choose-an-external-recruitment-firm-over-an-in-house
As graduation season comes and goes, another class of young professionals will soon be entering the job market. Recruiters will have a whole new group of 20-somethings to hire for entry-level jobs and groom for career success.
You’re likely already familiar with how Millennials and Generation Z differ from the older professionals in your workplace.
More information: https://recruiterbox.com/blog/what-to-know-when-hiring-recent-college-graduates
So sure, I know that it’s the objective of in-house recruitment teams, to reduce the cost of third party expenditure, and recruitment agencies are top of the list. However, against all those odds, the agency industry continues to thrive and in fact, grow year on year.
If this expenditure is a concern but still a necessity, then we need to re-look at the engagement with the more positive and productive words; ‘investment’ and ‘value’
More information: https://theundercoverrecruiter.com/questions-you-should-ask-you-agency/
When growing your company, it’s important to think about the qualities you’re looking for in a new hire, and there are times when the domestic hiring process can be exhausting and ineffective for high-level jobs.
That’s where the international market comes in. 55% of companies in the US said they were interested in finding talent abroad.
More information: https://www.smartrecruiters.com/blog/what-to-know-before-acquiring-international-talent-in-the-united-states/
Unconscious bias is a scary reality that plagues many organizations and means that the best people aren’t getting the right jobs and promotions. We spoke with Sangita Katsuri of Action Inclusion about how companies can work to eliminate unconscious bias in their hiring process.
- What is your definition of unconscious bias, and how does it play out in the hiring process?
If we are honest, we can admit that we have some very conscious biases and preferences for certain kinds of people, characteristics, appearances, behaviors and even nuances of speech.
More information: http://www.recruitingblogs.com/profiles/blogs/eliminating-unconcious-bias-in-hiring
Two decades ago, McKinsey researchers observed a brewing war for talent in the business world. And even after two decades, this war for talent is far from over. Hit by massive shifts in business models and the advent of the digital era, organizations are finding themselves competing for talent. Adopting technology can be seen as the panacea for their challenges. Technology implementation across the HR value chain is helping firms with selecting the right candidate, enabling pre and post employee engagement and personalization of the recruitment process.
More information: https://www.peoplematters.in/blog/hire-better-hire-faster/role-of-hr-technology-in-recruitment-17942
If you want to be your own boss, make sure you’re finding the best franchise for you, Jheel Kacharia, Franchise Sales Manager tells you why Antal is the best option for professionals who are looking to start their own business utilizing their professional experience. Here’s a business which gives you an opportunity to ‘Be your own Boss’ rather than operate as an “Outsourced Recruiter”
More information: https://antalnetworksindia.wordpress.com/2018/05/09/be-your-own-boss-rather-than-operate-as-an-outsourced-recruiter/
In this digital age, many of the skills required to be a kick-ass recruiter and a top-notch marketer are one and the same. When competition is tough, you need to do everything you can to show you’re the best the recruitment industry has to offer – and marketers know how to do this better than anyone!
Marketing can offer much more to the recruitment industry than just tips on how to be seen and heard, too.
More information: https://blog.firefishsoftware.com/habits-recruiters-should-steal-from-marketers
You, like many employers and hiring managers, may find yourself wondering where all the great IT professionals are as you sort through applications for your latest IT job posting. Between a talent shortage and a hot job market, it may seem as though all of the best IT professionals have already been hired by other employers.
There may be some “hidden” candidates out there, people who are missing your posting and you’re not finding.
More information: http://www.inteqna.com/blog/how-it-recruiters-can-help-your-company-find-hidden-candidates
Sometimes, your firm’s worst enemy in the hiring process may not be market conditions, financial limitations or even certain candidates consistently being ‘the one that got away’.
Instead, you may need to scrutinise parts of your own company’s recruitment process to ensure you aren’t self-sabotaging. Here are just a few of the potential problem areas.
The number of interviews
It’s understandable that you might want to hold quite a few interviews to guard against the risk of a promising candidate turning into a nightmare once they are actually in the job.
More information: http://www.webrecruit.co.uk/employer-blog/recruitment-tech/3-elements-of-your-recruitment-process-that-may-be-less-than-helpful