The fact that 78 per cent of job candidates apply for jobs using their mobile devices, and 55 per cent of mobile users look for jobs using their phones means you need to start to think about the do’s and don’ts of mobile recruiting. Mobile recruiting is a strategy that allows you to attract, connect with, and ultimately hire qualified candidates for your organization in a way that’s optimised for the mobile world we live in.
Have you ever stopped to think: “Am I doing all that I can to attract soon-to-be college grads?” Because your competitors surely are!
The demand for college graduates remains high. And why is that? Well, college-educated people have a great combination of hard and soft skills. They know how to think strategically, communicate clearly, debate ideas, and apply critical thinking to complex issues.
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.
For decades the recruitment industry was relatively static with recruiters having full control of the hiring process. The steps were straight forward: identify a vacancy, place a job advert, screen applicants, conduct interviews, and negotiate an offer.
We saw the first ripples of change with the introduction of online job boards in the mid-1990s, but recruitment processes still idled along. In the background, words like “digitization” and “applicant tracking system” were bandied about, but they meant little to the average recruiter.
Read more at: https://blog.recruitee.com/recruitment-industry/
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.
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.
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.