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
Employers and recruiters tend to prefer passive candidates because they have the right skill sets, have the right qualifications and have a history of good employment. But for a startup working environment, could active candidates be the ideal employee?
When it comes down to it, what you want to hire is the right person with the rights skills at the right level. But when you enter the market with your startup, the budget is often an issue. So hiring the ‘ideal’ employee isn’t always possible.
More information: https://theundercoverrecruiter.com/active-candidates-for-startups/
A lot of HR teams struggle with how they can show the value they are bringing to the organization. It’s understandable – how do you quantify things like a better culture, or stronger hires? Well, when there’s a will, there’s a way.
It’s always a worthwhile exercise to look at what other parts of the organization are doing to solve a given problem. In this case, marketing once again has shown an interesting way to understand the overall health of our talent acquisition operation, as well as how we can show the value we bring to the rest of the company.
More information: http://www.recruitingblogs.com/profiles/blogs/cost-per-hire-vs-value-of-hire-how-hr-shows-their-value
Especially if you’re like me – someone who just wants to know what’s going on, make a useful decision then move to the next thing.
Real meanings are hard enough. There are, for example, triangular warning signs beside hilly roads telling me to look out for falling boulders. I’m ashamed to admit my car didn’t come equipped with the latest Boulder Deflection Technology. I’ve definitely missed something. Or I’m about to hit it. I honestly couldn’t tell you.
More information: http://www.recruitingblogs.com/profiles/blogs/what-job-advert-buzzwords-really-mean
What is Facebook recruiting?
Simply put, “Facebook recruiting” is the process of recruiting (potential job candidates) through the use of Facebook. You can use Facebook to source, attract, convert and hire new employees. “Facebook recruiting” is a form of social recruiting and a vital part of recruitment marketing.
More information: http://www.recruitingblogs.com/profiles/blogs/how-to-recruit-on-facebook
At a time when it can seem as difficult as ever for so many firms to source suitable candidates, your organisation may understandably be reviewing whether it is adopting the right talent-search approaches in 2018.
Consider the long-time rivalry between job boards and digital marketing, for example.
More information: http://www.webrecruit.co.uk/employer-blog/recruitment-tech/which-is-best-for-attracting-talent-job-boards-or-digital-marketing
There may have been a time when your HR department simply being good at locating talent and filling its talent pools to the brim was enough to ensure it always landed the best candidates.
But of course, things change, and the current environment is one in which candidates are often the ones in control.
That’s why it’s so vital for firms wishing to get their staff recruitment right to be capable marketers, not only cultivating a strong employer brand, but also presenting it to the most appropriate people.
More information: http://www.webrecruit.co.uk/employer-blog/hr-professional/to-succeed-in-recruitment-today-you-need-to-think-like-a-marketer
Many recruitment leaders I work with want their recruitment CRM to generate fees, but often recruiters are all too happy to jump back into spreadsheets, LinkedIn, notebooks and “going by memory” rather than use their CRM system properly.
The above results in a nightmare for recruitment leaders who are looking to grow their business, become “GDPR-proof” and become more profitable in 2018.
More information: https://theundercoverrecruiter.com/hairdressers-and-recruitment/