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.
More information: https://recruitingblogs.com/profiles/blogs/10-ways-to-attract-and-hire-diverse-candidates
You will have probably seen the good, fast, cheap triangle. The dilemma is that you can only choose two. You’re forced to choose speed, quality or cost. Something that is good and cheap will not be fast. Cheap and fast, not good. Good and fast, not cheap. This is true when it comes to hiring and your recruitment metrics.
This is why we have divided your most common recruitment metrics into three categories: speed, quality, and cost.
More information: https://blog.recruitee.com/recruitment-metrics-guide/
With the new year upon us, you’re probably starting to think of different recruitment techniques that will help move the dial for your company in 2019. Looking back at the last few years, there’s been a definite shift toward the importance of employer branding, smart inbound recruitment, improving the candidate experience, and using big data and AI to find the right candidate.
As the technology needed to streamline these modern recruiting techniques becomes more sophisticated, expect each of these trends to become more prominent this year.
More information: https://blog.recruitee.com/recruitment-techniques/
You’re sick of seeing the same old “trends” floating around year after year. And you don’t think 2019 HR trends will be any different. How is it a “trend” if it hasn’t changed from the year before? Well, these 2019 HR trend predictions are the result of reaching out to the experts. We asked them to come up with something unique. Something innovative. Something that they believe will actually change the way you go about your recruitment in 2019.
More information: https://blog.recruitee.com/2019-hr-trends/
Some 85% of the jobs that today’s students will be doing in 2030 haven’t been invented yet. The big question for talent acquisition teams everywhere: What will those jobs be?
It turns out that many of these jobs will spin off from technologies that are emerging today — drones, alternative energy, autonomous cars, and cryptocurrencies and blockchain developments, for starters.
More information: https://business.linkedin.com/talent-solutions/blog/future-of-recruiting/2018/12-jobs-you-will-be-recruiting-for-in-2030
So you’ve started a business and it’s grown to the point where you need to hire other people to help you run it and grow it further. Being successful up to that point is always exciting and a cause for celebration, but hiring your first employee is a big step that may seem complicated for first-timers.
More information: https://recruitloop.com/blog/5-tips-for-hiring-your-first-employee/
Most organizations would pay top dollar willingly if an employee is a befitting choice and brings value to the company. However, salary negotiations are still going to be an essential part of the recruitment process.
Recruitment managers have the crucial responsibility of negotiating a compensation that’s suitable for both the candidate as well as the company. If you pay too much, your boss isn’t going to be happy.
More information: https://recruitloop.com/blog/7-things-hiring-managers-should-never-forget-when-it-comes-to-salary-negotiations/
According to Forbes Magazine, many companies are doing a very poor job of providing feedback to job applicants working their way through the hiring process. It is a matter of corporate responsibility and it reflects favorably on an employer if they make an effort to provide unsuccessful job applicants appropriate and timely information about the status of their job application.
More information: https://recruitingblogs.com/profiles/blogs/the-4-rules-of-giving-appropriate-feedback-to-unsuccessful-job
When it comes to recruiting technology solutions, talent acquisition professionals are looking for three outcomes: 1) quality candidates, 2) a faster time to fill, and 3) less cumbersome work flows. It reminds me of a phrase from my hotel HR days about creating processes that are “easy to buy and easy to use”.
Finding the best talent doesn’t have to be complex or lengthy. However, in order to accomplish our recruiting goals, we do need to identify the right tools.
More information: https://recruitingdaily.com/improve-candidate-selection-with-new-talent-search-strategies/
Without a crystal ball, it can seem impossible to plan for the unknown. This is why, despite the dynamic nature of hiring, embracing change continues to elude many recruiters. And yet, given low unemployment levels, omnipresent economic uncertainty, and evolving business objectives, future hiring will require more than just understanding all the features and functionalities of an ATS.
More information: https://recruitingdaily.com/creating-a-recruiting-strategy-that-embraces-change-5-steps/