If I had planted a tree by my house every time a hiring manager complained that they had hired less qualified candidates after spending so much time and effort in the process, I’d be living in a forest right now.
The best candidates stay available for ten days at most. 60% candidates don’t complete time-taking application processes. And, more than 75% professionals who fit your idea of the perfect candidate are passive, i.e. not actively looking for a job right now.
More information: http://multirecruit.com/blog/you-are-recruiting-even-when-you-are-not-hiring/
It’s the social media platform of choice for recruiters everywhere – and little wonder, given the fantastic networking opportunities that LinkedIn affords its 500 million users.
However, if you’re one of the many recruiters guilty of these four common LinkedIn mistakes, you could be seriously damaging your chances of securing top talent or winning valuable business through social recruiting.
More information: https://www.bullhorn.com/au/blog/2018/04/top-4-linkedin-mistakes-recruiters-make/
If you want to be your own boss, make sure you’re finding the best franchise for you, Jheel Kacharia, Franchise Sales Manager tells you why Antal is the best option for professionals who are looking to start their own business utilizing their professional experience. Here’s a business which gives you an opportunity to ‘Be your own Boss’ rather than operate as an “Outsourced Recruiter”
More information: https://antalnetworksindia.wordpress.com/2018/05/09/be-your-own-boss-rather-than-operate-as-an-outsourced-recruiter/
Blind hiring is an HR practice that aims at reducing biases during the hiring process. The idea is to promote talent acquisition based on a transparent method and hire eligible candidates regardless of their name, gender, mother tongue, religion, and socioeconomic background.
It also forbids the hiring managers to ask about the academic qualification and professional experience of a candidate during the hiring process.
More information: https://recruitloop.com/blog/blind-hiring-can-contribute-workplace-diversity/
First impressions matter. In a study conducted a few years ago, the researchers looked into the impact of an employee’s onboarding experience on their turnover. A staggering 69% of the employees were found to be more likely to stay for at least three years after a great onboarding experience. On the flip side, it was also noted that nearly a fifth of all turnover happens within the first 45 days of employment.
More information: https://recruitloop.com/blog/employee-onboarding-hit-miss/
While recruiting in this hyper-connected world gives HR teams the ability to find candidates from across the globe, the workplace is still suffering from a severe talent shortage. An alarming four out of every ten companies are unable to connect with candidates that possess the necessary skills and talent to fill available job positions.
The problem is not necessarily the lack of talent in the candidate pool; it’s the fact that recruiters are having trouble attracting them. There is a clear disconnect between how recruiters and candidates view the hiring process.
More information: https://recruitloop.com/blog/4-surefire-ways-attract-stellar-talent/
Today, I’m going to show you a dead simple strategy to build out your recruiting firm’s social media presence.
The best part?
You can do it in only 20 minutes each week.
The three reasons you need a social media presence
It’s 2017 and social media is so widespread that even the most grizzled old-school recruiter knows that a thriving social media presence can have a huge impact on the growth of your recruiting business.
More information: https://www.talentheromedia.com/the-recruiting-rundown/automate-recruitment-agencys-social-media-save-hours-per-week
Sometimes, your firm’s worst enemy in the hiring process may not be market conditions, financial limitations or even certain candidates consistently being ‘the one that got away’.
Instead, you may need to scrutinise parts of your own company’s recruitment process to ensure you aren’t self-sabotaging. Here are just a few of the potential problem areas.
The number of interviews
It’s understandable that you might want to hold quite a few interviews to guard against the risk of a promising candidate turning into a nightmare once they are actually in the job.
More information: http://www.webrecruit.co.uk/employer-blog/recruitment-tech/3-elements-of-your-recruitment-process-that-may-be-less-than-helpful
Employers and recruiters tend to prefer passive candidates because they have the right skill sets, have the right qualifications and have a history of good employment. But for a startup working environment, could active candidates be the ideal employee?
When it comes down to it, what you want to hire is the right person with the rights skills at the right level. But when you enter the market with your startup, the budget is often an issue. So hiring the ‘ideal’ employee isn’t always possible.
More information: https://theundercoverrecruiter.com/active-candidates-for-startups/
To put it simply, an exit interview is an interview which is conducted with an employee who is leaving the company. It’s rather similar to when you’re employing someone for a role, but instead of asking questions about why they want the job and why they want to work for you, you’re asking them for their reasons why they have left the job.
More information: https://theundercoverrecruiter.com/conducting-exit-interviews/