Many recruiters are aware that some industries are easier to hire for than others. In some industries, there is a large pool of talent from which HR teams can choose their candidates. However, some industries require applicants with specialized skills that are often difficult to source. So, what do you do when talent is in
Passive candidates aren’t actively looking for a job, but they may be one of the best candidates to hire, especially if it’s difficult to fill a position. After all, your ideal candidate probably already works elsewhere and there may be no reason to change the company. According to a survey, only 30% of the world’s
For many recruitment agencies in the USA, the busiest time of the year is back. Corporate activity peaks at this time of the year as companies set new budgets and updated corporate strategic goals. At the same time, the number of job openings increases as companies expand their human capital. The peak hiring season also means
What is Data-Driven Recruitment? Data-driven recruitment is a way of selecting employees depending upon different set variables. Such variables include explicit occupational abilities, certain standards etc. Impact of Data-driven Recruiting on Hiring Teams Involving data in your employing methods builds your nature of recruit. Data-driven recruiting likewise helps you: Align your financial plan with your
Recruiting top talent can be a daunting task for any company. Not only is it time-consuming, but it can also be expensive and resource-intensive. However, by implementing the right tools and strategies, companies can improve their hiring efficiency and attract the best candidates for the job. In this article, we will explore the top 6
Communicating with the Candidates as well as with the customers has become more complicated in the wake of COVID-19. The good news is RecruitBPM is here to offer the right solutions to speed up and bring ease to their recruiting process. Fortunately, when it comes to communicating with the hiring staff, a majority of staffing agencies want to wield
One of the best ways for companies to promote their brand is implementation of social media tools; about 92% of the recruiters mainly utilize social media recruiting strategies. They wield social media not just for advertising the job positions. With Millennials quickly becoming the cornerstone of the US workforce and Generation Z following their pursuits, applicants are focused on settling themselves
There are high chances that your perfect job candidates are most often already working somewhere else. These candidates, commonly known as passive candidates, have unique set of challenges for the contemporary recruiters. These passive candidates seldom apply for open positions posted by recruiters. Consequently, designing innovative recruiting metrics is a must to appeal this category of prospective candidates. However, targeting
Technology is changing the recruiting world. We have seen new developments such as recruiting with texting approach within organizations enables them to acquire potential candidates. For job candidates, wait-time to hear back about a job position appears to be endless. With conventional recruiting software, candidates need to wait for days or weeks for a hiring manager’s decision. However, now there
There’s no doubt that all developing and successful international businesses require a solid pipeline of qualified talent. Applying best and global recruiting practices can be useful for you to create a high-volume talent pipeline on which your international business depends. Recruitment process is already quite gruesome, and global organizations have added complications and processes to follow. An applicant
