3 elements of your recruitment process that may be less than helpful

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

5 Reasons Why Active Candidates are Perfect for Startups

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/

4 Benefits of Conducting Exit Interviews

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/

Cost Per Hire vs Value Of Hire – How HR Shows Their Value

A lot of HR teams struggle with how they can show the value they are bringing to the organization. It’s understandable – how do you quantify things like a better culture, or stronger hires? Well, when there’s a will, there’s a way.

It’s always a worthwhile exercise to look at what other parts of the organization are doing to solve a given problem. In this case, marketing once again has shown an interesting way to understand the overall health of our talent acquisition operation, as well as how we can show the value we bring to the rest of the company.

More information: http://www.recruitingblogs.com/profiles/blogs/cost-per-hire-vs-value-of-hire-how-hr-shows-their-value

How to Recruit on Facebook?

What is Facebook recruiting?
Simply put, “Facebook recruiting” is the process of recruiting (potential job candidates) through the use of Facebook. You can use Facebook to source, attract, convert and hire new employees. “Facebook recruiting” is a form of social recruiting and a vital part of recruitment marketing.

More information: http://www.recruitingblogs.com/profiles/blogs/how-to-recruit-on-facebook

The 10 Most Popular Articles Among Recruiters This Week

In case you need a stimulating read, here’s a great list for you.

We took a look at the articles staffing and corporate recruiters shared, liked, and commented on the most on LinkedIn during the last 7 days and posted them below.

More information: https://business.linkedin.com/talent-solutions/blog/weekly-digest/2018/the-10-most-popular-articles-among-recruiters-this-week13

Which is best for attracting talent: job boards or digital marketing?

At a time when it can seem as difficult as ever for so many firms to source suitable candidates, your organisation may understandably be reviewing whether it is adopting the right talent-search approaches in 2018.

Consider the long-time rivalry between job boards and digital marketing, for example.

More information: http://www.webrecruit.co.uk/employer-blog/recruitment-tech/which-is-best-for-attracting-talent-job-boards-or-digital-marketing

Why Flexibility is Important to Your Recruitment Strategy

It is alarming to still hear the challenges that many individuals have once recruited into an organization that describes themselves as providing “flexibility”. In working with professionals of all ages and all organizational levels, it is still evident that many organizations spruik this right during the attraction phase, but once reality hits, clearly do not have an environment that supports flexible work arrangements.

More information: https://theundercoverrecruiter.com/flexibility-important-to-recruitment-strategy/

What Questions Not to Ask Entry-Level Employees

Finding entry-level jobs is seemingly the most daunting activity for a fresh graduate. Armed with a degree, mostly theoretical knowledge and measured practical experience that in most real-life situations count for nothing. More to fret about if you took a gap year or more to explore other interests, now you feel like fish in fresh waters who’s lingered in the shallow end for far too long. All the more reason to dive in the deep, dark and frightful waters quickly but you’re unaware.

More information: http://www.recruitingblogs.com/profiles/blogs/what-questions-not-to-ask-entry-level-employees

William Almonte – Online Recruitment Versus Traditional Recruitment

Time is rolling faster than ever with the emergence of Internet system. Using online procedure has changed the entire perspective of approach to jobs and people are getting employed every day with its help. The thing is about being at right place at the right, which has been made possible by online recruitment. You can get a job before even knowing at the speed of light.

More information: http://www.recruitingblogs.com/profiles/blogs/william-almonte-online-recruitment-versus-traditional-recruitment