Greg Savage
AUGUST 3, 2015
Last week I said it was simply dumb not to use the phone to approach top talent. That blog hit a nerve, got 5,000 hits in the first 24 hours of publication, and countless social shares. But the question arises. What about the call itself? What do we say? What are we trying to achieve? […].
Social Talent
AUGUST 6, 2015
This post originally appeared on Buzzfeed.com. 1. “I have very open availability, and am willing to work overtime to get the job done.”. What the candidate really means: YOU BETTER BE PAYING ME IF I WORK OVER THE 37.5 HOUR QUOTA. 2. “I have fantastic customer service and people skills.”. What the candidate really means : I hate people. People are the worst.
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The Whiteboard
AUGUST 6, 2015
It’s still early days, but I’m starting to sense something of a power shift in the finely balanced egos and nuances of the recruitment agency hierarchy. A quiet revolution is building, a revolution taken to the preening, strutting, client-facing business developers by the hitherto subservient candidate managers and resourcers. Particularly in the job-heavy, talent-short industry sectors such as Technology and Engineering, the currency of an agency’s success is in the quality o
Spark Hire
AUGUST 4, 2015
Millennials are taking over today’s workforce. According to the 2015 Millennial Majority Workforce study by Elance-oDesk and Millennial Branding, Millennials will be the largest generation in the U.S. workforce as of this year. In fact, the study found that 28 percent of Millennial workers are already at management level. Unfortunately, while the study found that 82 percent of hiring professionals believe Millennials bring a unique set of skills to the workplace and are more technically adept th
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Glassdoor for Employers
AUGUST 6, 2015
As recruiters, we face pressure to rapidly grow our teams. But in the process we often neglect the very candidates we’re hoping to bring on, forgetting just how hard searching for jobs can be. That said, a candidate’s journey can teach us much, even reveal an organization’s true character. And lead to positive change. Go through the candidate experience.
Recruiting Brief brings together the best content for recruiting professionals from the widest variety of industry thought leaders.
HarQen
AUGUST 4, 2015
Build a candidate pipeline; we hear it all the time. It seems to be second on many recruiters’ priority list, right behind getting a position filled. A plethora of candidates you have an on-going relationship with, whose skill sets you understand and, if given the opportunity you could easily place. It sounds pretty great. The problem is a lot of recruiters think they are building a pipeline when, in fact, they are building a reservoir.
Spark Hire
AUGUST 6, 2015
Like it or not, a candidate’s social media presence should certainly impact your overall opinion of them during the hiring process. Irresponsible social media behavior could end up causing your business an issue down the road should you choose to hire this individual. When you’re taking a peek at how this candidate expresses their opinion online, here’s what you should keep in mind: It’s okay to show some personality.
Glassdoor for Employers
AUGUST 7, 2015
At Glassdoor, one of our missions is to help companies promote their employer brand and employer transparency to employees and job candidates alike. One of the best ways to do this is by becoming an OpenCompany , a signal to job seekers that your organization is committed to transparency. Companies earn an OpenCompany badge by keeping their Glassdoor profile updated, responding to reviews, linking to Glassdoor from their careers page and other actions.
NPA Worldwide
AUGUST 4, 2015
I’m a big fan of Greg Savage and especially enjoy reading his blog. He recently wrote an in-your-face post about recruiters who don’t want to use the phone, and I couldn’t agree more. Phone usage among recruiters has been declining for a number of years, and I believe it ultimately has a negative impact on placement results. Here are three important reasons why the telephone is still a terrific recruiting resource: Job seekers are overwhelmed with InMail and other electronic co
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.
HarQen
AUGUST 3, 2015
Sam was gone last week, but the show must go on. Dave sat down with Aaron who both recently saw a Last Week Tonight segment about food waste which inspired them to talk about wasting candidates. The Takeaway. We waste a lot of food…and candidates. Much like the produce in your fridge, there are some good candidates buried in your ATS. To avoid wasting candidates spend 15-20 minutes a week contacting candidates in your ATS and see if they’d be a good fit.
Spark Hire
AUGUST 6, 2015
In recruiting, it is not only important to provide value to your clients, but to also provide value to candidates. You will have a difficult time attracting top talent to work with you if what you offer isn’t much. There are three ways that you can stand out among many other recruiters and provide value to your candidates: 1. Access to the hidden job market.
Glassdoor for Employers
AUGUST 5, 2015
This blog post is the fourth in a series of five posts based on our webinar with Greenhouse , 10 Hiring Manager Recruiter Roadblocks and How to Overcome Them. In our personal or professional lives, we are encouraged to strive for greatness or perfection, often to the exclusion of personal growth or job satisfaction. Hiring managers, too, often insist on finding that 100% perfect candidate that satisfies a lengthy laundry list of skills and qualifications.
SmartRecruiters
AUGUST 3, 2015
When you think of a salesperson, you might think of a relentless professional who persuade others to buy things they don’t need. But salespeople are more than that. Stereotypes aside, salespeople use effective strategies to increase business. Recruiters are like salespeople. Both need to find new opportunities, build relationships, and close deals. Here are 4 ways recruiting is just like sales: Identifying needs.
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.
NPA Worldwide
AUGUST 6, 2015
A recent Glassdoor study found that the average hiring process in the U.S. took 23 days in 2014, jumping from 13 days in 2010—the upward trend is also seen in Europe, Canada and Australia. As many of you know, time can kill a deal for a recruiter. So where is the line drawn between being thorough and taking too much time to fill a position? There are a number of reasons that cause filling a job order to be prolonged, from a lengthy interview process to the economy.
Spark Hire
AUGUST 5, 2015
As an international recruiter, I understand how difficult it can be to ensure the best placement when working remotely. However, one of the key resources that I have found to be of great value in my recruiting strategy is video interviewing. There are three reasons why I consider video interviewing to be my best friend in the recruiting process. . 1.
CareerBuilder
AUGUST 7, 2015
Unlike some of the unique personalities battling it out in this presidential campaign (we won’t mention any names), the July 2015 jobs report released this morning was steady, void of drama and in line with expectations. As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the Web, and break what we find down to three key talking points you can use.
SmartRecruiters
AUGUST 6, 2015
LinkedIn has evolved tremendously since it was founded in 2002. They have transformed their platform from a simple online resume and networking site to a comprehensive system for managing all your personal branding activities and actions. They have been adding features regularly, providing a richer and more productive experience that allows you to forge strong and meaningful relationships with your connections.
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.
Symphony Talent
AUGUST 4, 2015
This was originally published on ERE.net. Why are most referral programs limited to employees only? In a recent referrals survey conducted by SmashFly, 57 percent of organizations that have formal employee referral programs allow only employees to refer potential candidates. But the 43 percent of organizations whose referral programs reach beyond employees to solicit referrals from alumni, Continue Reading → The post Rewriting the Rules of Employee Referral Programs appeared first on Smas
Spark Hire
AUGUST 5, 2015
Gone are the days of one hiring manager sitting down and going through interview after interview to find the perfect candidate for an open position. Today, businesses are becoming increasingly interested in a collaborative hiring model. Collaborative hiring gets more team members involved in the process. There are a number of perks to using this style of hiring.
Recruiting.com
AUGUST 4, 2015
We’ve all been there. It’s 3:05 and your 3pm interview hasn’t arrived yet. You’re likely getting caught up on some things while you wait but the same thoughts cross your mind: “Maybe they’re stuck in traffic,” “maybe they had an emergency,” or “maybe they’ll just be a no show.” Often this doesn’t make sense, especially. The post Why Your Candidates are Standing You Up appeared first on Recruiting.com.
SmartRecruiters
AUGUST 3, 2015
Finding the right employee for your next open position is important to run your company smoothly. In order to find the right person for the job, you must look past the applicants’ resumes and find out more about them as a person. Even if candidates need to posses the skills and experience that is required by the job description, they also have to have the personality and willingness that is fit to your company’s culture.
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Feeling overwhelmed by a juggling act of internal recruiting, agency relationships, and direct hire spend? You’re not alone. In today’s competitive talent landscape, building a dream team requires strategic orchestration. Recruiting agencies and search firms provide invaluable services, but managing them effectively alongside your internal team can pose unique challenges.
Symphony Talent
AUGUST 7, 2015
Here we go: one of our favorite parts of the week! We round up the best articles and content in recruitment marketing each week so you can spend more time reading and less time searching. Content of the Week A huge thanks to our customers Derina Adamczak of CH2m, Rick Rosario of CDW and. Continue Reading → The post 5 Best Recruitment Marketing Articles of the Week 8.7.15 appeared first on SmashFly Blog.
Spark Hire
AUGUST 7, 2015
For better or for worse, online reputation is a major part of running a business these days. A few disgruntled employees or cranky customers can truly torpedo your brand. Not only does this make it more difficult to gain new customers, it can also make hiring a whole lot harder. If your company is dealing with reputation issues, here’s how to make sure your hiring efforts don’t suffer: Don’t just hope the comments go away.
Recruiting.com
AUGUST 6, 2015
Netflix’s game-changing unlimited maternity and paternity leave announcement certainly has top companies across the globe scrambling to take action. Though employers have cited competition as a key obstacle to hiring talent for some time, with Netflix’s recent announcement, the bar is raised even higher. As more companies realize the value of attracting, hiring and retaining.
SmartRecruiters
AUGUST 3, 2015
For recent college graduates an offer letter can be just as coveted as a diploma. With a 4.8% unemployment rate, the class of 2015 is now trickling into the workforce, either starting jobs in their desired fields or taking whatever positions they can get. According to data collected from LinkedIn during our research for the Most Entrepreneurial Colleges , the most popular field of work for recent college graduates is education.
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.
iCIMS
AUGUST 3, 2015
Why employers need to use recruitment marketing automation to build talent pools, cultivate more engaged new hires, and deliver a better candidate experience.
Allegis Global Solutions
AUGUST 7, 2015
MSPs can help to improve the performance of businesses.
Transformify - Recruiting
AUGUST 5, 2015
You don’t expect a senior executive to become a digital nomad for a year, do you? Well, many executives do so and I am not an exception. A year ago I completed a challenging and rewarding project for Coca Cola Enterprises, got admitted into Oxford University and had an idea for a new business model that could help improve the wellbeing of lots of people all over the world.
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