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/
The business environment is highly competitive in the 21st century; organizations have limited reliability with the old-aged recruitment strategies. Due to the increasing number of applications as well as the arrival of diverse qualification background, it is becoming difficult for recruiters to keep the sharpness and accuracy intact in the selecting candidates.
More information: http://www.recruitingblogs.com/profiles/blogs/william-almonte-the-modern-methods-of-recruitment-used-by
Posting your job openings to the job boards and waiting for the talent to come to you is simply not enough anymore.
In today’s job market, the best talent has many options to choose from. Consequently, you need to have a competitive advantage over other companies who are looking for that same talent.
More information: http://www.recruitingblogs.com/profiles/blogs/what-is-the-difference-between-employer-branding-and-recruitment
“How do I stand out in a crowded market?”
It is the age-old question that recruiters face each day and it is, unsurprisingly, not an easy one to answer.
I’ve always found that the best ideas are those that have proven to work elsewhere and can simply be tweaked to apply to your business. You can imagine my delight when I discovered a website whose sole purpose was helping people do just that.
More information: https://www.talentheromedia.com/the-recruiting-rundown/evidence-based-marketing-3-marketing-ideas-recruiters-proven-work
Every year, Shutterstock analyzes the data from billions of searches for images, videos, and music, and put together the trends that will likely be emerging in the coming year.
Jorgen Sundberg speaks with Robyn Lange, the Curator for Shutterstock, a global technology company, offering a creative platform for assets, tools, and service with over a 180 million images and 9 million videos from more than 300,000 contributors around the world.
More information: https://theundercoverrecruiter.com/creative-trends/
I’ll be honest, it’s been a while since I attended a recruiting event as a candidate. But I still vividly remember what I hated about those events.
Here’s the short list:
More information: http://blog.smashfly.com/2018/02/28/how-to-promote-recruiting-events/
Is it just me, or did February feel especially short this year? Seriously, that month flew by. Between the release of our new Recruitment Marketing Benchmarks Report, SourceCon and a new partnership with Paradox Olivia, it’s been a busy time at SmashFly. With all that, I’m still reading and sharing my favorite recruitment marketing articles. Check them out!
More information: http://blog.smashfly.com/2018/03/02/the-best-recruitment-marketing-articles-of-the-week-march-2/
The success of any business or organization, regardless of how big or small, depends on a well-crafted marketing strategy and a robust hiring process.
Employers have to pay special attention to the people they hire and for the most part these days the hiring process involves both sourcing and recruiting.
It’s not uncommon for organizations to identify these two distinctly different processes (sourcing and recruiting) as the same thing. Sourcing and recruiting aren’t simply two words that refer to the same process; understanding (and accepting!) their differences will help organizations find the best match for a certain position.
More information: http://recruitloop.com/blog/sourcing-isnt-recruiting-impact-hiring/
Canadian hiring managers are feeling the pinch, particularly in the IT world. A shortage of IT skills has compounded with a 40-year low in unemployment. If there ever was a candidate-driven market, this is it.
Download “The 2017/2018 Salary Guide For Information Technology Professionals”
A skills shortage and low unemployment may have left you scrambling to find the right people to fill positions in your business. You might be tempted to hire whoever happens to apply, even if you’re not sure about their credentials or their experience.
More information: http://www.inteqna.com/blog/how-do-i-know-what-kind-of-candidate-to-look-for-it-recruiters-can-help
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