Attracting top talent for your business can often be a relatively challenging and intensive process. Finding the best and most qualified employees can make a huge difference in the overall success of any company. Therefore, while it can be an intimidating process, it is worth the extra effort to ensure that you are hiring the most qualified candidates.
The following information provides a closer look at effective methods that can help ensure your company is appealing to the top tier of the applicant pool.
More information: https://recruitmentjuice.com/blog/how-to-attract-top-talents-online/
However, many employers worry that they aren’t equipped with enough knowledge to develop an efficient accessible hiring strategy and this is where the issue lies. Rezoomo.com‘s Joanne McDonagh and Brian Devane explain below why and how employers can help create a neurodivergent friendly approach to hiring.
Findings from a study carried out by Westminster ‘AchieveAbility’ commission for dyslexia and Neurodivergence (UK) found that 88% of neuroatypical candidates felt discouraged from applying for a job and for those that did apply 52% where left feeling discriminated against during the selection process.
More information: https://www.inhouserecruitment.co.uk/neurodiversity/
You’ve found a promising candidate you’ll be interviewing soon. Their skills and experience seem to match exactly what you need for the role you’ve been working on. However, will this candidate fit into the company’s culture? On top of asking skills-based questions, you should be prepared to determine if the candidate would fit into your corporate culture too.
More information: https://recruitingblogs.com/profiles/blogs/the-best-interview-questions-to-ask-to-determine-cultural-fit
We can see that in the yester-years, HR and Marketing departments had little to do with each other. Basically, HR department’s role is to focus on new hires and current employees, on the other hand the marketing team concentrates primarily on the consumer side of things. But in today’s world we can see that with the increasing growth of technology and social media, both the departments have been growing increasingly closer to each other and also it turns out that creating a great employer brand involves many of the same techniques as marketing the brands product.
More information: https://blog.jobmindz.com/bringing-hr-and-marketing-together-through-technology/
Thanks to machine learning (ML) and the smarts of countless startups, the capabilities of artificial intelligence (AI) keep mushrooming. The use of smart technology in recruitment was a hot topic in 2018, and you can expect it to continue this year. In fact, some predict that 2019 will be the year that AI systems see widespread adoption in the hiring world, coupled with a few ground-breaking developments.
More information: https://theundercoverrecruiter.com/ai-and-2019-recruiting/
For the results of the business and the job satisfaction of your people, ongoing training and development is absolutely essential. People need training to perform, thrive and succeed. But that doesn’t mean people will see the value of training for themselves – or look forward to the prospect of yet another course.
At Juice, we’re realists about training. We know recruiters would rather be closing sales and earning their commission, not wrestling with topics like goal setting, headhunting or recruitment strategy.
More information: https://recruitmentjuice.com/blog/how-to-use-gamification-in-recruitment/
As Studs Terkel said in his book Working (1974), “Work is about a search for daily meaning as well as daily bread.” If you were able to find a job that offered meaning, purpose and reward, would you be willing to take a pay cut? According to recent reports, we’ve entered an era of meaning over money — a huge consideration if your business is looking to recruit (and, importantly, retain) top talent.According to the Harvard Business Review, as many as nine out of ten employees are willing to earn less (and limit their earning potential) in exchange for work that is more meaningful.
More information: https://recruitmentjuice.com/blog/purpose-over-paychecks-how-to-cultivate-meaning-and-attract-top-talent/
So, you’re thinking about hiring international employees. Congrats! Recruiting talent outside your country borders has numerous benefits. It lets you widen your talent pool, minimize skill gaps, diversify your corporate culture, and come up with fresh business ideas.
However, hiring and managing international staff comes with numerous complexities. According to the 2016 research study by CEMS, almost half of businesses struggle to find the right international candidates.
More information: https://recruitmentjuice.com/blog/how-to-overcome-the-obstacles-of-recruiting-international-talent/
The variety of recruitment agencies in terms of size, speciality, and strategy ensure that regardless of individual market positioning, all organisations will face stiff competition from all corners of the industry. Low barriers to entry for the industry as a whole leave firms vulnerable to new competitors exploiting their inefficiencies or weaknesses and stealing market share. Completely understanding your firm’s business performance, both internally and relative to other members in the industry, provides the insight necessary to identify weaknesses before they result in the downfall of the organisation.
More information: https://www.bullhorn.com/au/blog/2019/01/three-staffing-kpis/
Keeping on top of new marketing trends is extremely beneficial to recruiters, but not everything that comes out of marketing is going to be relevant to our industry, and it can be hard to predict which trends will stick and what will fade away.
We’ve dug out the proven marketing golden nuggets recruiters can’t afford to ignore in 2019!
More information: https://blog.firefishsoftware.com/marketing-trends-that-will-transfer-to-recruitment