The word “transparency” may seem like the latest in a long line of flashy corporate buzzwords. And while some of these catchwords indeed seem to exist purely for the purpose of driving you crazy with their ubiquity, this one in particular has great meaning for your recruiting efforts and organization at large.

Let’s take a closer look at why transparency matters, and what you can do to transform this buzzword into an integral part of your corporate culture.

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Recruiters have always played an integral role in matching the right candidate with the right job, but the rise of the digital age and the ever-increasing value placed on the candidate experience have elevated their potential to something far greater.

Twenty-first century recruiters are far from mere cogs in the HR wheel; rather, they have the unparalleled ability to directly impact not only how candidates feel about a company, but also overall takeaways about the brand itself. The most successful recruiters are keenly aware of the duality of their positions as both human resources agents and marketers.

Let’s take a closer look at the strategic integration of these two worlds and what it means for today’s recruiters.

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We’re living in an age which not only offers access to more recruiting data than ever before, but also more sophisticated metrics aimed at transforming this data into actionable insights. If tracking and understanding recruitment ROI has until now seemed like the domain of nerdy number crunchers, think again. In fact, if we acknowledge the role of recruiters as marketers — which we absolutely do — then marketing metrics can be carried over to the HR world to help you start to truly understand your ROI.

Let’s take a closer look at three ways to start making strategic sense of your recruiting efforts.

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From highs to lows and everything between, it’s human nature for people to share their life experiences. These discussions were initially limited to face to face interactions, but technology has completely altered the way we exchange information.

And while the telegraph, telephone and television each transformed our ability to communicate, perhaps no medium of communication has had as significant an impact as social media. The human resources space is far from immune, particularly when it comes to the candidate experience, and how they’re shared online.

Here’s what you need to know.

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When we talk about tools for recruiting, our minds often leap straight to the latest technologies.

Sure, social media, assessment science, applicant tracking software, and big data have each changed the face of recruiting, but the most important tool in your toolkit has been there all along: communication.

Sure, social media, assessment science, applicant tracking software, and big data have each changed the face of recruiting, but the most important tool in your toolkit has been there all along: communication.

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With hiring and retention more challenging than ever, due to the combination of a volatile economy and tight talent market, employers cannot afford to misfire when it comes to determining and implementing effective compensation strategies.

Let’s take a closer look at the latest research into the current state of compensation, along with highlighting the dynamic desires of their talent markets and why understanding them will lead today’s organizations toward optimal hiring outcomes.

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While just 12 percent of the workforce are actively looking for jobs, a full 85 percent are open to exploring new opportunities, according to LinkedIn’s annual “Talent Trends” report.

This is good news for recruiters, but only for those savvy enough to know how to reach the vast majority of people who fall into the latter category.

Let’s take a closer look at the contemporary state of passive candidates, as well as some key takeaways for recruiters aiming to transform today’s passive candidates into tomorrow’s top organizational talent.

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If you’re an HR professional worth your salt, you’re already aware of the importance of employee engagement. But understanding that something is important and applying best practices to support it, is an entirely different story.

Looking to leverage employee engagement into meaningful results? Here’s what you need to know.

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In the beginning, ‘classifieds’ were the one and only way to connect employers with job hunters. Changing technology has since brought with it everything from advanced applicant tracking systems to job boards. Then came another game-changer: social media.

In short: the landscape of human resources and recruiting is vastly different than the one we knew 50, 20 or even 5 years ago. So how can recruiters stay relevant in such a dynamic environment? It’s possible, but requires both perseverance and creativity.

Let’s take a look at five ways to stay ahead of the curve.

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