Despite the trend “recruitment is like marketing,” we think recruitment is more like sales. Ok, employer branding sounds like marketing. But for the most part? It’s sales. Sales convert leads to customers. Recruiters convert candidates to hires. The process is the same: sifting through hundreds, thousands, and sometimes millions of prospects to find the ones that fit your business and help improve your bottom line.
More information: https://recruitee.com/blog/recruitment-analysis/
Much like the rest of the world, the recruitment industry has seen significant changes over the last 50 years. This change, mostly thanks to the rise of new technology, is leading to marketplace efficiency gains and increased mobility in labour forces internationally and here in New Zealand. It’s resulted in a decrease in the cost of hiring candidates, greater mobility in the market, and the continuous development of contracting solutions.
More information: https://www.beyondrecruitment.co.nz/blog/2016/12/how-technology-changed-the-world-of-employment
It’s such a common story. You get great at your day job, and start become one of the company’s rising stars. You bill at very high levels compared with your colleagues and people begin to talk about you. You are a high flyer, a top performer, one to watch.
Then one day your ambitions become reality. Your boss pulls you into a meeting room and tells you that the company would like to promote you, they want to make you a manager.
More information: http://theundercoverrecruiter.com/recruitment-manager-secrets/
The results are in and they haven’t changed – the number 1 gripe among jobseekers is they don’t hear back from recruiters. Most of them, anyway. That’s hardly surprising when you measure both the quality and quantity of job adverts being pumped out currently.
For instance, take a look on Seek or LinkedIn. Over 90% of job adverts aren’t written to engage you. Additionally, how do you apply for a job when 5 agencies are advertising it? It’s a lottery whether you’ll hear back.
More information: https://www.markpearce.net/single-post/2017/03/03/5-simple-things-jobseekers-wish-they-got-from-recruiters
There is little doubt the the recruitment industry has changed and adapted over the years in response to alterations in the workplace, the nature of business and the skills required by those businesses. As industry demands certain talent which can deliver faster and more effectively, the recruitment industry has had to up its game.
More information: https://www.searchparty.com/blog/future-of-recruitment-consultant/
The Talent Acquisition profession is evolving rapidly due to the Digital Marketing Age. We are slowly moving from performing full cycle Recruitment processes alone to Employee & Employer Branding as well. Given this scenario it’s obvious to question what aspects are involved in a Recruitment Professionals Role.
More information: http://www.recruitingblogs.com/profiles/blogs/whatsapp-group-chat-is-counselling-candidates-on-improving-their
High staff turnover has been called the biggest threat to growth within consulting and recruitment agencies are certainly among the most affected. Consultant to the industry, Tony Hall, estimates that the current annual turnover is up to 40%. This means more than one in three recruitment professionals will leave their post every year.
– See more at: http://www.bullhorn.com/au/blog/2016/11/minimising-staff-turnover/#sthash.bLtU4lkq.dpuf
When you tell people you write about datacentres for a living, the most common response you get is one of bafflement. Not many people – outside of the IT industry – know what they are, to be honest.
More information: http://www.computerweekly.com/blog/Ahead-in-the-Clouds/The-datacentre-industrys-identity-crisis-and-its-impact-on-recruitment
Lynda Spiegel is a founder of Rising Star Resumes, a career coaching and résumé service. She spent 15 years as a human-resources professional.
More information: http://blogs.wsj.com/experts/2016/06/24/why-recruiting-for-specific-skills-often-backfires/
It is undeniable that even the most experienced interviewer will bring their expectations and judgements with them when meeting a candidate. If you play a big role within your organisation, it is only natural to make judgements on whether a candidate would suit your culture and ethos based on such seemingly superficial factors as their appearance or CV.
More information: http://www.webrecruitireland.com/employer-blog/small-business-owner/why-interview-bias-can-be-important-for-talent-recruitment