7 Types of Recruitment Marketing Content that Candidates Want to See

Attracting and recruiting talent requires well-crafted Recruitment Marketing content that provides candidates with an authentic window into your company culture and answers important questions that keep them moving along their candidate journey.

There are two key challenges I have been hearing lately from practitioners who are trying to create, manage and scale up their Recruitment Marketing content:

The Impact of Recruitment Analytics to Improve Hiring

Every employer is looking for excellent talent, which provides their company an edge over the competition. The world of the recruitment industry changing fast, and attracting the right candidates is one of the most significant challenges for HR managers. They waste their precious time and energy screening through job applications.

Since there are many opportunities for job seekers, they can apply for jobs on job sites, social media platforms, and many other online platforms.

Bad Recruiting Habits You Should Break Immediately

Everyone fall prey of bad habits like few people are too addicted to their phones and check it too many times in a day or some just can’t resist chewing their nails. It’s easy to develop wrong habits and you won’t even realize you have one unless someone put the spotlight on your habits.

Hiring managers and recruiters can also easily all into a few bad habits amidst continuous pressure and challenge to find great talent. And you might not even realize that your behaviors are negatively impacting business.

How do Pandemics Affect Recruitment?

You know that old classic recruitment catchphrase?

No, not the one about it being uncapped.

Nope, not anything involving bespoke.

Oh, sorry, no not the one about being the fastest growing, sorry I should be more specific.

I meant the one about managing a business, within a business?

INFOGRAPHIC: The Science Of Recruiting Subject Lines

As any seasoned recruiter knows, the fate of your recruiting outreach often comes down to just one sentence – your subject line. If your subject line fails to catch a candidate’s eye, it doesn’t matter how much time you spent sourcing the perfect candidate, personalizing a thoughtful message, or choosing the perfect time of day to send it off. It will still go unread.

Why Two Heads Are Better Than One In Recruitment

Ever sat with a colleague, knocking back a warm, flat IPA and thought things would be better if you did it your way?

You’d cut out all the crap and focus on what you knew worked.

You’d get to keep 100% of your fees.

You’d only work with the clients you want to. And you’d absolutely dominate your niche.

The True Cost Of A Bad Hire Is More Than You Think

A good hire can change the course of a business. A bad hire…can also change the course of a business. While the impact of a bad hire is often discussed in relation to their detrimental impact on start-ups, hiring the wrong person in any team or organisation can end up costing the business a significant amount of time, money and resources.

4 Ways How Recruiters and Hiring Managers Can Work Together

Maybe the relationship between recruiters and hiring managers is without fault in the movies, but in real life, it can be a tense one. Hiring managers are often unsatisfied with the quality of candidates. Recruiters are bothered by the unrealistic expectations from hiring managers. Whatever the reason for the weak relationship may be, it can negatively affect the candidate experience.

5 Ways Not to Recruit on Twitter

Twitter can be an excellent tool for recruiting candidates, but the main stumbling block many recruiters face when using Twitter is that they treat it like any other social media platform instead of playing to its unique strengths.

Let’s take a look at some of the ways recruiters tend to go wrong when recruiting on Twitter, and most importantly – how to do it right!

Recruitment Methods: What Will Work In 2019?

You have probably heard it a million times and read it across various platforms that the job market is on an ever-increasing rise. Assessment methods which worked a few years ago won’t be very effective today!

It is important to use the right methods and tools to build an efficient talent pool.

Job assessments or pre-employment assessments as they are also popularly known to serve this very purpose of finding the right talent.