Hireology
NOVEMBER 2, 2020
There are two critical factors for attracting qualified candidates to fulfill your product specialist roles: the job post (which includes a job description) and your company’s career site. Let job seekers know this key difference in the job description and post. Apply candidate pre-screen surveys.
Ongig
AUGUST 5, 2020
Racial bias in job descriptions can be unconscious, but it happens quite often. Here are 7 examples of racial bias Ongig’s Text Analyzer finds when scanning our clients’ job descriptions. There are some obvious and not so obvious phrases that cause racial bias against Black candidates in job descriptions.
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Hiretual
FEBRUARY 23, 2022
Outbound Recruiter Job Description: Skills & Responsibilities. That being said, let’s dive into the details on why outbound recruiters are needed in today’s market and how employers can craft a well-written job description for this new role. . Outbound recruiters’ job description doesn’t end here.
Recruiters Lineup
DECEMBER 28, 2022
There is also the issue of potentially inadequate screening and assessment of candidates during virtual recruitment. These challenges include the lack of personal interaction, potential technical issues, inadequate screening and assessment of candidates, vulnerability to fraud and scams, and a lack of diversity in the candidate pool.
Yello
JANUARY 18, 2018
For many job seekers, the job post is the catalyst for further research. How to Craft the Perfect Job Description. Written job descriptions define a role, communicate responsibilities to applicants and are the determining factor in whether or not a job seeker will pursue the position.
Hireserve
JANUARY 31, 2023
of Twitter users are 25-35 years old. This example shows that sometimes offering a challenge can be a great way to engage passive candidates, even if they are not actively looking for a job. The challenge screens them and produces qualified candidates who are interested enough in the role to complete the task. Similarly, 38.5%
NPA Worldwide
DECEMBER 22, 2022
In addition, check how your job postings are written and positions are defined, to ensure there isn’t any bias. Make sure your job descriptions aren’t inadvertently deterring any certain segment of people from applying and utilize sourcing tools that aren’t susceptible to human bias. Up your social game.
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