During our sales process, one of the many questions we ask when qualifying a prospective client’s requirements is, “How do you recruit today?” To be honest sometimes the answers amaze us. In fact, they often remind us of exactly why we started RecruitLoop in the first place.

We thought you might enjoy them as well, so without further ado, we present our top 10 answers to the question, “How do you recruit today?”

More information: http://recruitloop.com/blog/top-10-answers-to-how-do-you-recruit-now/

By 2019, video will drive the majority of global Internet traffic according to Cisco, making it the most important way to improve your recruiting messaging in 2016.

Two Recruiting Division posts that discuss video interviewing include, “Wildly Effective Video Recruitment Solutions” and “Video Interviewing is a No-Brainer for Recruitment“.

More information: http://www.contractrecruiter.com/incorporate-video-into-your-recruiting-process/

Our Social Talent Community is a hub of fascinating insights into real, on the ground, recruiting issues. We love hearing about what recruiters are thinking and feeling as they try to find the best people for the job. A while ago we asked what were the most common pain points for recruiters and the answers were so valuable we thought we’d take another look. We collected three of the most common pain points and took a look at how we can solve them together

More information: https://www.socialtalent.co/blog/3-recruitment-pain-points-fix-2

A recruitment and selection policy is a statement of principles, outlining how your organisation should conduct its recruitment and selection process.

The aim of such a policy is to ensure that a transparent and unbiased recruitment and selection process is followed; one that results in the appointment of the best candidate, based solely on merit and best-fit with your organisational values, philosophy, and goals.

More information: http://recruitloop.com/blog/5-reasons-you-need-a-recruitment-and-selection-policy/

For a new recruitment agency owner, the dream is a brand-new office, with city views, gleaming computer screens, an expensive barista style coffee machine, and big, comfy leather chairs. But, with remote working, cloud software, and the average cost of a single desk in London’s Zone 1 sitting at £790 per month, a physical office space might not be the best investment for an agency just starting out. The question then is: Can you set up a credible recruitment agency without an office? The answer is yes, you can. Here’s how you go about it.

More information: http://blog.firefishsoftware.com/how-to-set-up-a-recruitment-agency-without-an-office

If you’re considering investing in an Applicant Tracking System (ATS), it’s easy to get overwhelmed by the number of suppliers and various options on the market.

When it comes to choosing your system, before even thinking about which supplier you’d like to work with, you need to think about whether you’d prefer a web-based system or software that’s physically installed on your computer.

More information: http://www.webrecruit.co.uk/employer-blog/recruitment-tech/5-benefits-of-web-based-recruitment-software

“I only meet candidates face to face” I heard the last time I talked to a recruiter in the public sector.
Agree. You should, I said.
How many interviews do you do roughly on a monthly basis? Twenty.
Nice. You can, I said.

More information: https://cammio.com/blog/no-point-video-interviewing/

Who doesn’t like to see an acrostic?  As part of  our What Recruitment Means to Me; 500 words campaign Alan Clarke literally spells out what recruitment is to him.

Relationships coming first, even if that means saying to a candidate to take the other job offer and not yours.  When a client says they’re not hiring don’t put them into the database blackhole never to be spoken with again until they are hiring.

More information: http://ukrecruiter.co.uk/2017/03/17/recruitment-is/