Early in my career, I had the good fortune to work as a financial analyst for a Fortune 50 company. During a meeting where the president of a $2 billion group was presenting his business plan for the next year, he was lambasted by the corporate CEO with the following:
“Strategy drives tactics. Tactics don’t drive strategy. And from what I can tell, you have a terrible business strategy, so it doesn’t matter how great your tactics are.”
Read more at: https://business.linkedin.com/talent-solutions/blog/recruiting-strategy/2019/why-you-need-to-reverse-your-hiring-strategy
We’ve been hearing a lot about the concept of future-proofing your business like it’s something entirely new. In reality, wise companies have been future-proofing all along. Regardless of its roots, future proofing—which we’ll simply define as the ability to remain relevant among your competitors—is critical to the long-term success of any organization. While there’s lots of reading out there surrounding corporate-wide future-proofing strategies, our focus is as always on the HR side of things.
Read more at: https://recruitingblogs.com/profiles/blogs/future-proofing-your-hr-strategy-10-tactics-to-ensure-your-hr
Let me let you in on a not-so-hidden secret. If you’re one of the many teams out there not using analytics in recruitment, then you’re missing out on a virtual gold mine of valuable information. I don’t mean to sound dramatic, but a data-driven approach to recruitment is an absolute must in today’s talent environment. Especially if you hope to consistently and efficiently hire the best candidates. And in this post, we’re going to show you how to get started.
If you’re a bit hesitant about jumping into the scary world of recruitment analytics, then you may be interested in hearing some of the companies who are actively embracing these tactics.
Read more at: https://blog.recruitee.com/analytics-in-recruitment/
Recruitment is an ever-changing landscape. You may think you have the best recruitment process in place but guess what you may be wrong. There is a big disparity in perception between how you view your recruitment practice versus what your candidates think.
Millennials and their younger counterparts, the newly arrived Gen Z are reshaping the future of the workforce. Sadly, if you can’t adapt to the change, chances are that you may not be successful in attracting them.
Read more at: https://recruitmentjuice.com/blog/4-reasons-why-recruiters-must-use-candidate-experience-surveys/
59% of job seekers use social media platforms to find recruitment opportunities, according to Talent-Works International Statistics. The reasons behind this trend lie in the way the digital market works. Every corporate business runs by a rule in this digital age. In most cases, it has to do with growing your digital presence. This includes having a clean professional social media presence from which people can refer to. This especially helps when you need to recruit highly qualified senior employees who add value to what you have already built.
Read more at: https://recruitmentjuice.com/blog/social-media-a-safe-haven-for-recruitment-processes/
An applicant tracking system (ATS) is a software application designed to improve the recruitment process by making hiring simpler and more efficient. Applicant Tracking Systems allow companies of all sizes to stay organized and productive throughout the hiring process by managing job postings, filtering resumes, organizing applicant information, contacting applicants, and scheduling interviews.
Read more at: https://recruitingblogs.com/profiles/blogs/the-top-free-applicant-tracking-systems-ats-updated-2019
THE QUESTION IS: ARE YOU DELIVERING A GOOD CANDIDATE EXPERIENCE?
I am going to talk about how you can improve your candidate experience. After all, effective recruitment depends upon how happy the candidates are who will eventually become your employees.
Read more at: https://recruitingblogs.com/profiles/blogs/candidate-experience-definition-importance-and-tips-to-improve
Increasing demand for talent creates intense pressure on staffing companies to constantly look for better ways to hire. Staffing leaders agree that the most challenging part is identifying the right candidate from a large pool of candidates as quickly as possible. Many staffing companies are currently doing this and other mundane tasks manually.
Thanks to new technologies that prove effective in streamlining some of the complex and repetitive recruiting efforts, automation helps recruiters become more efficient and increase the speed-to-hire.
Read more at: https://recruitingblogs.com/profiles/blogs/the-era-of-recruiting-automation
We recently caught up with Jay Curry of TalentRobot to ask him what his favorite HRTech tools are and why. Jay is an experienced recruiting and HR leader who’s spent a lot of time in house, and recently launched his own business where he’s gotten to see the insides of many different companies.
We thought it’d be interesting to get his insights on the tools he uses on a day to day basis. Some of these we’ve heard of, and we’re excited to say that some are new to us.
Read more at: https://recruitingblogs.com/profiles/blogs/12-hrtech-tool-recommendations-from-a-talent-acquisition-veteran
Recruiting a candidate is not an easy effort; especially, a passive one. It is very difficult to find, connect and convenience passive candidate to join you. These candidates are happily employed and aren’t actively looking for job opportunities & neither do they respond to recruiter outreach. Passive candidate sourcing, as a result, becomes one of the key challenges for recruiters.
Read more at: http://blog.vasitum.com/hire-right/how-to-find-connect-convince-a-passive-candidate-to-join-you/