As technology evolves, artificial intelligence is quickly becoming mainstream in the recruiting world. Whether it’s sorting through high volumes of resumes, analyzing facial expressions in a video interview, or scanning social media profiles, AI is quickly becoming more of an industry standard. Artificial intelligence is simply cutting down time-consuming work, especially repetitive high-volume tasks that can take up hours of a recruiter’s time.
More information: http://theundercoverrecruiter.com/recruiters-ai-work-together/
The labor market lately is full of great job offers and lack of unemployed professionals. That makes the better qualified workers to be more fussy about the job offers and perks. Nowadays, this potential well-qualified worker with impressive experience can call the shots. This is why the companies, more than ever, should take care of their employer branding. You think that it’s a piece of cake?
More information: http://www.recruitingblogs.com/profiles/blogs/recruitment-fails-and-no-feedback-does-it-have-to-be-the-daily
As an in-house recruiter, you want the successful candidate to be a good match to the role profile and up to the job-challenges but, more than that, the hiring line manager will want them to be a good fit. Surveys have regularly indicated that previous hires proved to be sub-optimal in 60% or more of cases and that same basic problem has been endemic for decades.
More information: http://theundercoverrecruiter.com/recruitment-chemistry-alchemy/
Recruiters work hard to find people outside of their immediate location to work for their companies. Whether they’re headhunting—actively recruiting people from other companies, such as their competitors—or doing a broader outreach to bring in applicants, distance can be a major deterrent to potential employees.
More information: http://www.recruitingblogs.com/profiles/blogs/how-relocation-packages-impact-recruitment
The average hiring process in the UK takes 27.59 days, according to HR Magazine. However, 54% of businesses have previously lost out on a qualified candidate because their hiring process was too long.
Reducing your time to hire should be a priority; not only can a lengthy recruitment process put candidates off but an open vacancy can also increase your spend and put extra strain on your existing resources.
More information: http://www.webrecruit.co.uk/employer-blog/recruitment-tech/how-to-reduce-your-time-to-hire-in-2017
The modern technology can greatly facilitate the work of the recruiter. Due to the applicant tracking system and technologies it has become easier to perform many advanced search operations. But the really effective results can be obtained only through the hard work and achievements of an experienced and competent recruiter. The best recruiter knows how to make effective calls, to develop centers of influence, to build relationships, to interact, clients and candidates, to determine the “pain” points of the motivation of the candidate.
More information: http://www.recruitingblogs.com/profiles/blogs/the-recruitment-battle-on-two-fronts-for-candidate-client
Recruitment advertising now goes beyond posting a job ad and waiting for an influx of candidates. It requires an understanding of the market and identifying ways to use your brand to attract the best talent.
In recruitment, your employer brand plays a huge part in attracting the right people. According to a Glassdoor survey (2014), 94% of jobseekers are likely to apply to a job if the employer actively manages their employer brand, so it’s something worth thinking about.
More information: http://www.webrecruitireland.com/employer-blog/how-to-guides-tips/employer-branding-and-recruitment-the-5-cs
Sometimes, we simply cannot accept the way things are any more. When the answer to broken processes is, “it’s just the way it’s been.” When we see many around us doing the same things over and over, or making decisions blindly.
It’s in those moments that you round up any allies you can find with the same audacious goal as you: taking down the status quo.
More information: http://blog.smashfly.com/2017/06/13/series-youre-a-recruitment-marketing-rebel-if/
Hiring the wrong candidate doesn’t just affect the hiring manager; it affects the company as a whole and the people that work hard to keep it afloat. If someone is not on board with the values and goals that your business wants to uphold, it can be detrimental. Bad hires waste time and resources. How do you know if your next hire will mesh with the ecosystem of your workplace?
More information: https://workology.com/5-ways-recruiting-has-become-a-collaborative-process/
Is your opposition getting all the top ability? Find the main 10 things best organizations think about selecting and how it can help you.
Make a genuine and purposeful representative strategic offer.
Imagine a scenario where you could get your representatives to help you better characterize and convey your organization’s worker esteem suggestion to draw in new ability.
More information: http://www.recruitingblogs.com/profiles/blogs/10-things-your-competitors-can-teach-you-about-recruitment