Greg Savage
JUNE 8, 2015
You read my blog (sometimes). Perhaps you have seen a video through Recruitment Juice, or elsewhere. You may have even attended one of my London or Manchester Masterclasses in 2013 or 2014. But now I want you to join me in 2015. Please. In conjunction with REC I am speaking in England again, with all […].
Social Talent
JUNE 7, 2015
Here it is folks… the Sourcing Challenge to make you sweat! Are you a good enough sourcer to win it? The Rules: 15 minutes to complete 10 questions. Each question only has one possible answer. It’s a computer correcting your test so give the computer what it asks for. Challengers with the highest score will be entered into a draw to win an Apple Watch and a 12-month license to the Black Belt in Internet Recruitment from Social Talent.
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Glassdoor for Employers
JUNE 11, 2015
Who you would rather work with: the person you avoid eye contact with during morning coffee break, or the person you’d like to grab a beer with after work? Most people would probably choose the latter. Think about how much time you spend at work – roughly 40 hours a week, oftentimes even more. So it makes sense to prefer being around people you feel comfortable with.
Web Based Recruitment
JUNE 9, 2015
Video Marketing & Social Media Advertising For Recruiters. Home. Candidate Attraction. Recruitment Videos. Mobile Recruitment. Training Courses. Using Online Video To Attract Targeted Candidates. Recruitment Events. About Us. Speaking. Contact Us. Blog. Free Webinar – How To Use Online Video To Attract Targeted Candidates. June 9, 2015 By Mike Taylor Leave a Comment The use of online video is growing all the time and is now officially the fastest ever growing form of online media.
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The job market is changing fast, and to stay ahead, your hiring strategy needs to be flexible. With recent economic shifts, more companies are turning to contingent workers for their adaptability and cost savings. In fact, 32% of businesses are already prioritizing contingent over traditional full-time positions. Curious to learn more? In our new guide, you'll discover: The major benefits of incorporating contingent workers into your team.
Spark Hire
JUNE 11, 2015
Prior to extending a job offer to a candidate, you want to verify that the individual you’re considering bringing on board is worth the investment. Spending time and money training this person only to find that they’re a poor fit is a drain on your business’s resources, as well as on your time. Before you make an investment you later regret, consider these questions: Is this person competent?
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Glassdoor for Employers
JUNE 12, 2015
Retaining talent in niche industries like hospitality and senior services takes work. Unlike the tech industry, these organizations don’t have a Google-sized budget, and the nature of the job presents different challenges. Dwayne Clark, founder and CEO at Aegis Living , saw a distinction visiting Google’s campus about nine months ago, and realized his industry had a special challenge when it came to retaining talent.
Web Based Recruitment
JUNE 8, 2015
Video Marketing & Social Media Advertising For Recruiters. Home. Candidate Attraction. Recruitment Videos. Mobile Recruitment. Training Courses. Using Online Video To Attract Targeted Candidates. Recruitment Events. About Us. Speaking. Contact Us. Blog. How Recruitment Videos Can Help Get Your Jobs Noticed And Shared. June 8, 2015 By Mike Taylor Leave a Comment.
Spark Hire
JUNE 8, 2015
Hiring is an essential part of keeping a business moving forward, but for many managers the hiring process is also slightly overwhelming. It takes a significant amount of time and energy, plus there doesn’t always appear to be a proper method to the madness. If you’re looking to beef up your hiring process, ensuring that you’re only bringing top talent on board, consider these points: Make it easy for people to apply.
Social Talent
JUNE 9, 2015
Ah, millennials. Born between the early 80s and late 90s, this generation continues to baffle researchers, marketers, and pretty much everybody else. Just Google “millennials” and you’ll see there is no shortage of articles and studies about this most elusive of creatures. So it’s no wonder that Millennials present a challenge to employers as well.
Speaker: Dr. Craig Ellis, Head of I-O Psychology, HighMatch
Is the term “culture” just a buzzword tossed around at your organization, or have you delved into the core values and behaviors that truly define a good fit for your company? In this webinar, Dr. Craig Ellis, an I-O Psychologist, will share a proven framework to identify the essential traits that contribute to a seamless fit within your unique culture, not just in your current successful employees but also in prospective candidates.
Glassdoor for Employers
JUNE 9, 2015
One of the best ways to get honest feedback is to ask employees who no longer rely on you for their livelihood. Exit interviews can reveal powerful insights that you wouldn’t have access to otherwise. You can conduct exit interviews face-to-face, use a service like Survey Monkey, or encourage company reviews on Glassdoor. To make the most of exit interviews, utilize these seven questions: 1.
HarQen
JUNE 8, 2015
Sam and Dave discuss what to do with bad jobs in this weeks episode of #SudsAndStaffing. The Takeaways. How do you treat your job? When looking at an open position the best way to treat it is like it were a product. Advertising your job is more appealing than posting a list of tasks that need to be done. [ Timestamp – 10:43 ]. Can you take your bad job off the shelves like New Coke?
Spark Hire
JUNE 12, 2015
Social media is key in today’s recruiting business. Not only has it allowed us to network with existing or potential clients, but it has also opened the door to how we find our candidates. There are 3 ways that social media has made business easier for us when it comes to identifying the right candidates. 1. Ease of advertisement. One of my favorite things about social media is the ease of advertisement that it offers to businesses, particularly staffing businesses.
CareerBuilder
JUNE 8, 2015
As technology and globalization continue to change the makeup of the U.S. workforce and push the economy in new directions, we’re seeing some breakout stars when it comes to job growth. New data from Economic Modeling Specialists Intl., CareerBuilder’s labor market analysis arm, shows that a diverse group of industries is coming out to play — and we’re not going to see them slowing down anytime before 2019 when it comes to bringing on new talent (and more of it).
Speaker: Jen Kirkwood - Partner, Responsible HR & AI at IBM and World Economic Forum Executive Fellow
The promise of AI for today’s organizations is real, yet in a frenzied state of experimentation, many stumble to get to a full-scale enterprise. As companies race to discover what generative AI can do, HR must lead conversations about how to balance cutting-edge innovations with integrity, trust, and diversity. Globally, organizations are at a critical intersection of Diversity, Equity, Inclusion, and AI acceleration.
Glassdoor for Employers
JUNE 9, 2015
Today’s post marks the first post in our new Rockstar Recruiter Series. Every few weeks, we’ll bring you interviews with rockstar recruiters from around the globe. Interested in being featured? Email us for more information. I’m impressed when a candidate : Does their research and is able to teach me something, either about HubSpot or the marketplace itself.
AkkenCloud
JUNE 11, 2015
For years, companies have labeled Millennials as entitled and narcissistic. But as savvy employers can tell you, this simply isn’t true. Millennials, also known as Generation Y, are just different. As a generation , they’re more confident, tech savvy, optimistic, and connected than previous generations. But they also differ in what they want, the skills they bring to the table, and how they communicate.
Spark Hire
JUNE 10, 2015
As a recruiter, the most important part of your job is closing deals. If you are not closing enough deals when it comes to candidate placements, you will not be successful. The Staffing Stream walks us through challenges we face when closing the deal on the candidate side: addressing the possibility of a counter offer, poor communication, unrealistic expectations, and working with a candidate who does not willingly share information.
SmartRecruiters
JUNE 10, 2015
Job candidates have never been in a better position to research potential employers, and employees have never been more empowered to spill it all when it comes to reviewing their current workplace. Sites like Glassdoor , Vault and CareerLeak give interview candidates and employees the unprecedented opportunity to share the inside scoop on what it’s really like to interview or work at a particular workplace; and this is leaving many employers feeling more than a little uncomfortable at the prospe
Speaker: Join I-9 Experts:
Got I-9 compliance on your mind? Spending endless amounts of time ensuring you stay compliant? Get your questions answered with an expert panel from WorkBright. During this one-hour webinar, Workbright will dive deep into I-9 best practices, navigate the nuances of the new 2023 'alternative procedure,' and learn actionable ways to ensure your audit trail is squeaky clean.
Glassdoor for Employers
JUNE 8, 2015
Have you given any thought to whether you have the right team in place to keep up with your competition, compete in the marketplace, innovate or propel your organization’s future growth? If you take a look at your company’s road map over the next few months (or years), chances are you’ll be facing multiple product launches, globalization, maybe even an IPO.
Symphony Talent
JUNE 8, 2015
You know how they say things happen in 3s? It proved true for us at SmashFly recently: We launched a new version of our Total Recruitment Marketing Platform, more than a year in the making. We released the results of our first survey, “Beyond Employees: Employee Referral Programs Redefined.” We were named by Boston Business. Continue Reading → The post Employees Talk: SmashFly Named One of Boston’s Best Places to Work appeared first on SmashFly Blog.
Spark Hire
JUNE 6, 2015
As an entrepreneur, it is normal to be concerned with keeping cost low. However, as Entrepreneur points out, you shouldn’t overlook investing in your people even in the startup phase. As you are adding staff to your team, make sure that you are taking into consideration different ways you can invest in your employees and let them know that they are valued.
SmartRecruiters
JUNE 8, 2015
A lot of companies boast about their military hiring initiatives, but when it comes right down to it, few companies really do a good job of it. Despite their good intentions, companies often find that military experience isn’t easily translated into civilian jobs so they skip over them in favor of someone with the formal degree or certification on their resume.
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Glassdoor for Employers
JUNE 10, 2015
Can we all agree that your job postings and job descriptions are no longer getting the job done? Applying for a new job is asking for someone to change their entire life, and the roughly 500-word list of requirements isn’t going to compel someone to blink twice, let alone go through your arduous application process. So you need something that will attract passive candidates , validate active candidates’ interest, and answer the questions of your best candidates.
CareerBuilder
JUNE 12, 2015
Most all of us, at some point or another, avoid doing the things we actually need to do by doing things we prefer to do in the present moment: It’s a classic case of procrastination. And while some people gravitate toward virtual activities of tending a farm or crushing on candy to feed procrastinating urges, others waste time on Facebook or other social networks, take a million bathroom breaks, incessantly check their phone for updates, daydream, or find something else REALLY IMPORTANT to
Spark Hire
JUNE 11, 2015
A hiring process that lacks structure and organization will obviously not yield desired results and can potentially delay a hiring decision being made. Moreover, a slow, lengthy hiring process is damaging to business because it can turn qualified candidates away from your company and onto your competitors’. Having vacant positions go unfilled for weeks or even just a few days can also cause your business to lose a significant amount of revenue and productivity.
SmartRecruiters
JUNE 12, 2015
One of the greatest challenges companies face in the future is hiring and retaining a strong workforce. According to a recent study by Deloitte, work place turnover is likely to approach nearly 25% in the next few years and just over 40% of those who want to resign would remain for more money and/or a promotion. Yet, when they stay it only lasts on average approximately 1 year before they leave the company.
Speaker: Dr. Craig Ellis, Head of I-O Psychology, HighMatch
Are you facing a revolving door of hires, especially within their first 90 days of employment? In this webinar, Dr. Craig Ellis, a leading industrial-organizational (I-O) psychologist, offers insights and strategies to unravel the mystery behind early tenure turnover. Identify the root causes of early attrition to mitigate turnover’s impact in the first 12 months.
Snark Attack
JUNE 8, 2015
Innovation and competition have always gone hand in hand, and the recruiting technology industry has historically been no exception to this rule. One has to look no further than only a few years back to see evidence of a trend that, like most history, seems to be repeating itself, as “job boards” rebrand, retool and […].
Staffing Talk
JUNE 11, 2015
" Are recruiters obsolete and staffing firms’ days numbered? Will technology completely replace what my firm and my colleagues do for our clients and contractors? If you Google these questions you’ll get plenty of opinions: our demise has been predicted for more than a decade and just as vociferously denied as well.… [.
Brandon Hall
JUNE 10, 2015
For the past few weeks, I’ve been hard at work analyzing results of Brandon Hall Group’s Talent Shortage and Hiring Practices Study. Launched in April, this study examined the so-called talent shortage by identifying the greatest pain points in talent sourcing, and assessing where real skills gaps exist versus where reactionary recruiting models are seriously limiting the ability to find, attract, engage, and hire quality candidates.
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