Filling a vacancy might be urgent. Sometimes, the temptation to get warm bodies in can be irresistible. However, the costs associated with that one hire can be far greater than you realise. Poor recruitment outcomes might end up costing a business far more than if it had left the position open to find the right candidate.

More information: http://www.thesearchparty.com/blog/how-much-wrong-hire-will-cost/

Talent branding is one of the emerging and challenging facets of recruitment. Interestingly, a lot of younger companies are doing a great job at this as compared to traditional brands. Flipkart is one of India’s top e-commerce marketplaces taking on the might of global rivals. They recently revamped their career site with a lot of great additions. Not only is the experience rich, it is also right on the money. We spoke to Richa Telang, Head of Talent Branding at Flipkart on her journey of building this new age career site and creating a grand new experience for their audience.

More information: http://www.ripplehire.com/blog/entry/talent-branding-with-flipkart-richa-telang

Waiting on clients, waiting on applicants, waiting on the phone to ring – the recruiter’s job is often a reactive one.

But it doesn’t have to be. Some recruiters can predict the future. How do they do so? By proactively digging deep talent pools.

Read our recruiter’s guide to talent pools and find out how you can glimpse the future too.

More information: http://blog.firefishsoftware.com/recruiter-talent-pool

Looking for a job can be a stressful time for anybody. There always seems to be an opportunity out there for somebody else, but rarely anything that calls out to you. Your friends and family pick up the ideal job here and there, and you are still looking for that one opportunity that meets your professional skills. Knowing where to turn to for advice on your jobs search is crucial.

More information: http://www.search.co.uk/blog/2016/how-do-recruitment-consultants-help-your-jobs-search/

A parochial employment strategy from some Perth and Western Australian companies has had an adverse effect on their overall employee engagement and retention.

 Come on West Australia, what’s going on? Have we let our egos consume us when we’re hiring the best people for our businesses? Over the past six months a phrase has re-entered the HR / Recruitment vocabulary. That phrase is “too experienced.” What does it even mean?

More information: http://www.markpearce.net/single-post/2015/9/1/Stop-messing-around-and-hire-people-better-than-you

Now a days, most of the New Age Recruitment Firms are having a Mobile App apart from the Browser based application. There are many advantages to this and it is worth to ensure that maximum features are provided in the mobile app.

More information: http://www.aeronube.com/single-post/2016/02/22/Advantages-of-a-Mobile-App-based-Recruitment-Tool

There are a few questions we hear consistently after webinars or at conferences: “How do I get the budget for recruitment marketing?” “How do I get leadership to let me do this?” “What can I bring back to my team, boss or director to prove we need recruitment marketing technology?” In truth, the answer will be a little bit different for every organization. But we’ve seen a lot of recruitment marketing champions, especially some of our customers, succeed in making great cases for recruitment marketing strategy and technology.

More information: https://www.glassdoor.com/employers/blog/getting-leadership-buy-in-for-recruitment-marketing/

To paraphrase Ferris Bueller: recruiting news moves pretty fast, if you don’t stop to check it out once in a while, you could miss it.

As a recruiting professional, you know the industry is changing rapidly.

More information: http://blog.capterra.com/27-recruiting-experts-on-twitter-you-need-to-follow/