How often, after applying for jobs, have you been left frustrated and disappointed by a prospective employer ceasing all communication with you and vanishing at a certain point, not even telling you whether your application was a success or failure?
Now, fast-forward to the current work of your hiring managers and HR staff, and you can probably begin to realise precisely why that situation comes to pass so often.
More information: https://www.webrecruit.co.uk/blog/recruitment-insights/why-its-so-important-to-keep-communicating-with-your-pipeline-candidates/
Early reporting suggests that, compared to past generations, today’s younger workers are less concerned with money and more focused on gaining skills and having meaningful early employment experiences. They’re thinking about the long game. By making your summer workplace experience skills-focused, you can appeal to younger workers and staff up more efficiently for the summer season.
More information: https://theundercoverrecruiter.com/summer-job-candidates/
We speak to Charlotte Clark and the Head of Talent Development at The Association of Professional Staffing Companies (APSCo). She is responsible for positioning APSCo’s UK & International Talent Development division as the recruitment profession’s ‘go to’ source of high quality, credible training and talent development courses. All of which are developed and delivered by recruitment and training experts and lead to recognized qualifications which help individuals achieve their full potential throughout their recruitment careers.
More information: https://theundercoverrecruiter.com/the-recruiters-guide-to-finding-top-talent/
Gender equality has been under a harsh spotlight for some time now, with pitiful percentages of women in upper management and inexplicable differences in pay. Sure, we’ve made significant progress in the last 100 years, but diversity is still a huge issue and we can’t afford to stop pushing forward.
There are many, many ways in which you can make your workplace a more hospitable place for diversity – not only women. Here are just five!
More information: https://theundercoverrecruiter.com/get-more-women-into-your-workforce/
After leading corporate talent acquisition throughout my career, I know far too well that applicant tracking systems were originally designed to automate the application and simply track applicants. The applicant tracking system (ATS) was born in the late 1990’s and over the past 15 years they haven’t evolved to meet the requirements for a competitive approach to recruiting.
More information: https://www.smartrecruiters.com/blog/10-signs-your-applicant-tracking-system-is-stuck-in-the-90s/
Unconscious bias is a scary reality that plagues many organizations and means that the best people aren’t getting the right jobs and promotions. We spoke with Sangita Katsuri of Action Inclusion about how companies can work to eliminate unconscious bias in their hiring process.
- What is your definition of unconscious bias, and how does it play out in the hiring process?
If we are honest, we can admit that we have some very conscious biases and preferences for certain kinds of people, characteristics, appearances, behaviors and even nuances of speech.
More information: http://www.recruitingblogs.com/profiles/blogs/eliminating-unconcious-bias-in-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/
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/
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