As recruiters, we are always looking for new ways to match candidates with clients. I love that recruitment can be exciting and it definitely keeps you on your toes, even though we have pretty much been using the same tried and tested methods for years. But – innovation is the key to success, no matter what profession you work in.
More information: https://www.gcsrecruitment.com/media-list/is-this-the-new-way-to-recruit-67787/
In the field of hiring and recruitment, a well-developed character is just as important as methods and approaches to finding and acquiring potential talent. Constantly practicing and developing positive habits are very important in becoming a most effective recruiter.
More information: http://blog.hirerabbit.com/the-7-habits-of-highly-effective-recruiters/
We’re living in an always-on universe where consumers crave real-time information that’s highly personalized, extremely relevant and always available. And the more they get this information, the more they demand it from the brands they frequent — including yours.
More information: http://www.recruitingtrends.com/REC/view/story.jhtml?id=534360953
During the last decade, buzz phrases like “work-life balance,” “strong corporate culture” and “employee-focused” have pervaded job boards, listings, classified sections and recruitment advertisements across the nation. While prospective employees certainly want all of those new-fangled compensation concepts, almost nothing trumps the power of a dollar.
More information: http://www.recruitmentsolutionsusa.com/recruitment-blog/compensation-and-retention
Gamification—that is, using the mechanics of game playing in other areas, including business and education—is far from child’s play. The gamification industry was expected to take in $1.7 billion in 2015, and eLearning Industry predicts that number will triple over the next three years.
More information: https://blogs.oracle.com/oraclehcm/the-game-is-on-in-recruitment
In the eye’s of a recruiter, a prospect’s experience always gives a competitive advantage that sets him apart from the group. It’s always a good idea to have someone on your team that has actually proven that he has done the necessary work in the past to prove that they are worthy of a position. That is why recruiters hold their own experience in hiring and recruitment to high regard.
More information: http://www.recruitengineers.in/blog/employer-zone/top-4-major-mistakes-your-recruiters-make/
Putting down an effective recruitment advertising always seems easy enough, until you actually sit to write down and you suddenly realize it is not that easy. Sadly, knowing what to and what not to include in a job advert is not a child’s play. But, when you adopt the right organized process you can better ensure consistently goodquality job postings.
More information: http://www.universalhunt.com/blog/tips-for-a-killing-job-advert/
Up there with a call enquiring after that recent accident you didn’t have, cold calling is about as useful as a chocolate teapot.
A gatekeeper worth their salt or anyone that’s even a little busy will prevent a cold call from reaching its intended target.
More information: http://www.recruitingblogs.com/profiles/blogs/why-cold-calling-s-gone-cold-in-recruitment
Good employees are often the most valuable assets a business has.
Therefore, having a good recruitment strategy in place is critical for companies to get ahead — especially when they’re competing for niche and scarce skill sets.
More information: http://www.businessinsider.com.au/how-australian-executives-plan-ahead-for-their-recruitment-needs-v2-2016-5
If you are planning for a 180-degree change in your recruitment strategy in 2016, then relax! You do not need to reinvent the wheel! Like 2015, the quality of hire will remain the most important KPI in 2016, according to LinkedIn’s annual global recruiting trends report.- See more at: http://www.tcghamilton.com/get-ready-to-ride-the-wave-of-recruitment-trends.html#sthash.8Uyotd70.dpuf
– See more at: http://www.tcghamilton.com/get-ready-to-ride-the-wave-of-recruitment-trends.html#sthash.8Uyotd70.dpuf
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