Recruitment websites are as diverse as the clients who need them. Diversity is vital for survival. We’ve spoken at lengths about the importance of a diverse digital ecosystem, and the message should resonate with recruiters. As recruiters, we know that being a jack-of-all-trades reflects that you are a master of none. Success as a recruiter is often found by finding a niche and becoming as experience and as knowledgeable as possible within that unique area.

More information: http://www.recruitingblogs.com/profiles/blogs/recruitment-websites-a-horse-of-a-different-color

At Search Party we are in the business of creating intelligent recruitment software. One of the problems we deal with is matching candidates and vacancies in order to create a recommendation engine. This usually requires parsing, interpreting and normalising messy, semi-/unstructured, textual data from résumés and vacancies.

More information: https://www.searchparty.com/blog/using-deep-learning-extract-knowledge-job-descriptions-introduction-p1/

It’s going to happen faster than you think. In fact, it’s already happening.

Most of the innovative HR and recruiting tech companies have Slack apps. If they don’t, they’re most likely designing and building them right now. Including my team at Drafted.

But most of these Slack apps are being designed as a small “value add” to the existing service these tech companies provide. Here’s a thought experiment of how you could actually use Slack to completely change the way recruiting and process happens at your company.

More information: http://www.recruitingblogs.com/profiles/blogs/how-slack-will-change-recruiting

Have you ever thought, what is the first thing you do when you step into your office?

Is it a smile to your colleagues; a worried face for being late; a silent entrance or a loud “good morning”? Probably, something like that. Does it really matter?

Now, have you ever thought, what is the first thing that crosses your colleagues’ mind when they see your entrance? Silly, neutral, positive, negative? Probably, something like that. Does it really matter?

More information: http://recruitmententrepreneur.com/uncategorized/workplace-relations-recruitment/

There are over 800 success stories of how recruitment businesses, regardless of their size, gain a competitive edge with their digital marketing ecosystem. Their sites are built and run on best practices to optimise their user experiences. Four of the world’s largest recruitment firms are part of these successes.
JXT happens to be the author of them! Read on to find out how we did it.

More information: https://www.jxt.com.au/blog/8-reasons-four-worlds-largest-recruitment-firms-use-jxt/

It’s no secret that the first step in any career move is a Google search. Whether an individual is looking at vacancies nearer to home; assessing the next salary bracket options; or simply hoping to improve the quality of a CV, online search is an intrinsic part of our daily lives.

More information: http://www.onrec.com/news/opinion/bond-opinion-seo-tips-for-recruitment-agencies

Q: As a CEO at a startup, one of the biggest areas we’re struggling with is talent acquisition. How do you best recommend attracting the best employees and retaining them?

More information: https://www.entrepreneur.com/article/288009

Towards the end of every year, we see key players in the recruitment market begin to spread the word of their hiring predictions for the following year. These forecasts are usually centred around hiring methods and market trends, along with a few details on what jobs they envisage will be in demand the following year (spoiler alert: these almost always include data analysts).

More information: http://blog.firefishsoftware.com/5-sexy-job-titles-for-2017

It’s widely considered a best practice in recruiting to use job titles that are consistent with market conventions and candidate expectations. If you’re trying to hire an accountant, for instance, calling the position a “General Ledger Specialist, Accruals & Reporting” (what one of my employers called the poor bastards balancing the books and budget), while very specific and somewhat sexy, is not likely to yield a whole lot of passive candidates or even active applicants.

More information: http://recruitingdaily.com/internal-mobility-talent-acquisition-recruiting/