Recruiters today are faced with more challenges than ever. Discerning candidates, an uncertain economy, and dynamic technology have transformed the way recruiters do their jobs. Let’s take a closer look at four of the most common problems facing recruiters today, along with techniques for overcoming these obstacles.
Social networking has completely altered the way potential employees and employers connect. But how did we get from a pre-social world to one in which a quarter of the planet’s population uses social media — with numbers expected to skyrocket to 1.73 billion by the year 2017? Let’s take a closer look at how the rapid expansion of social networking has changed the recruiting world, and what we can expect moving forward.
Career change candidates present a human resources conundrum. After all, there’s no small degree of uncertainty involved in hiring candidates with little to no industry experience. Increasingly however, savvy hiring agents are realizing that the potential benefits of adding career changers to your team far outweigh the risks.
Here are a few things you should know when recruiting and hiring career change candidates.
The world of social media has created a new kind of problem where every other person is doing something to make themselves look “very good.” That need to “look good” has taken a whole new level when it comes to crafting a resume.
The information included on that resume is hardly subjective.
Or is it?
In addition to the typical acts of embellishment, exaggeration and resume padding, the rise of websites like FakeResume.com and CareerExcuse.com have introduced an entirely new level of lying to the mix. Whether you’re simply trying to get past the “fluff,” or to determine whether a candidate’s skills, abilities and characteristics are accurately represented by his/her resume, these tips can help.
When it comes to business buzzwords, the phrase “candidate experience,” is oft-heard around HR circles. And it’s true: the candidate experience matters more than ever. Why? Because we are now unequivocally aware that if you’re looking to boost your brand and your bottom line, delivering a thoughtful and fulfilling candidate experience is part of the deal.
The Talent Board, a non-profit organization dedicated to aggregating the candidate experience into recruiting innovation, recently released the results of its fourth annual “Candidate Experience (CandE) Awards” survey.
Let’s highlight some key emerging trends based on these findings.
Your employees are your best assets in many ways. However, many organizations overlook one critical way current employees can help take the businesses they work for to the next level: as recruiters
Let’s take a closer look at three reasons why your employees are your best advocates when it comes to identifying and recruiting the brightest talent.
My colleague Anand Deshpande posted an interesting article on Recruiter.com last week entitled “Are Your Recruiters Making These 3 Major Mistakes?“.
Do your recruiters personalize their outreach to candidates on LinkedIn? Do you think they should? In a recent SHRM interview, LinkedIn’s Head of Talent Solutions, Eduardo “Eddie” Vivas says personalization for outreach to employed candidates is key to getting a response.
The Candidiate Engagement Webinar was held on the 22nd of September 2015 by Geoff Peterson. He provided significant and crucial practices every organization can follow to attract the best pool of talent.
Geoff Peterson, Chief Sourcer at www.sourcingsupply.com, spoke with us recently and shared some thoughts, in preparation for our September 22nd Webinar.
1. What is the biggest challenge in Sourcing right now?
TIME. Most of the clients that I work with are strapped for time and resources. Recruiters typically have large req loads and don’t have a dedicated sourcing team. There are many free sources of candidates out there, but recruiters don’t have the time to learn about them and then put the pieces together, so they can get fast, effective name generation of quality professional candidates.