Candidates are never supposed to be some dispensable entities that organizations can just throw away. With the digital age well and truly upon us, the voice of employees truly matters. You never know the potential of some statement made by your employees to effectively vandalize your company image. Similarly, candidate experience has an impact on brand outlook. Bad experience
You have been in the human resources industry for a long time. Whereas, you now realize that it is time for you to start your own staffing firm. It may seem very simple and easy process without the need of buying new inventory and requiring only a few employees, particularly if you are aiming to start
Recruitment marketing mainly refers to attracting passive candidates and influencing them to the point that they want to look for positions at your company. A million-dollar question is what role does candidate experience (CX) play in it? Well, as candidate experience indicates to every context the prospective candidates face on their way from audience member to
The industry’s most important and independent event for more than 20 years is here i.e. annual HR Technology Conference. HR Technology Conference offers an unbeatable and revolutionary agenda for HR and IT experts from businesses of all sizes! The key focus of this event is on initiating HR success with the help of technology. HR Technology
It is quite obvious you may not be able to understand what works for your business and what doesn’t if you are not measuring the due metrics. As such, recruiting metrics provide solutions to evaluating your recruitment process performance. It is quite significant to have scalable recruiting objectives and precise data that enables you to track your
For many years the recruiting industry had been quite stable with recruiters rendering complete control over the hiring process. The stages involved had been very basic; 1) Identify an open position. 2) Advertise it. 3) Screen candidates. 4) Schedule interviews. and 5) Negotiate an offer. Though we witnessed the initial waves of changes with the advent
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
Diversity in recruiting has come a long way. Since employees’ demographics change and international markets develop, company’s diversity moves closer to turning into a corporate requirement in place of a banner that corporations do waive to display their obligation to accepting differences and change. Workers draw tangible and intangible advantages from company, not the minimum of
It is a understanding that top recruiting trends keep on evolving continuously. However, if recruiters fail to adapt to new approaches, it can lead to a total mess. Nothing is more disappointing for an HR professional than to realize that he/she has recruited and onboarded an unsuitable employee in search for ‘perfect talent’. Exasperation apart, recruiting the wrong
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
