Recruitment Design

Blog

Five Basic Questions Most Recruiters Can’t Answer

Blog | Author: Kimberley Kasper | Source: HCI | Published: 2 days ago

Many articles are often quick to point fingers at bad habits and warn recruiters about what not to do when they’re looking to hire top talent. Don’t get me wrong—this can be valuable advice. But sometimes you just need down-to-earth guidance on how to improve your game. After all, major league athletes don’t learn to dominate simply by avoiding mistakes. They need practical coaching on the everyday things.

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Blog

To RPO Or To Not

Blog | Author: Shanil Kaderali, EVP Global Talent Solutions at Pierpoint | Source: HCI | Published: 3 days ago

I’ve been agnostic over most of my career within corporate TA as to which is better (in-house recruiting teams vs. RPO hiring models) and would always respond: “Well, It depends.” I’d cite complexity of positions, volume, readiness for change, cost, etc.  In most cases also, that’s the right answer. Now, I’m working in RPO, and I still answer the same way. 

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Article

Mobile Now Accounts for Half of All Job Searches

Article | Source: Indeed | Published: August 15, 2014
Mobile job search traffic to Indeed has increased dramatically over the past year, growing from 33% of total traffic in 2013 to 50% today. As smartphone ownership accelerates, job search has evolved from a desktop activity to a mobile one. Job ... Read more
Article

What Is Social Recruiting?

Article | Source: Work4 | Published: August 15, 2014
The term "social recruiting" can simply be defined as the process of attracting, finding, and hiring talent through the use of social networks. The concept makes sense: at it's core, recruiting is all about who ... Read more
Blog

Is an Internal Mobility Program on the Horizon in Your Firm? Hint - It Should Be.

Blog | Author: Daniel Fogel | Source: HCI | Published: August 12, 2014

Once upon a time I worked as district manager.  I began working part time as an outgoing high school student and through a twist of fate (Another story for another blog) I ended up working for the same company years later as management.  One of the most inspiring things about this brand was several years later when I started as a manager one of my old supervisors had already worked his way up to director by that point, which was no small feat.  Seeing that culture of promotion from within and how quickly someone I actually knew could move, sealed the deal for my job acceptance and inspired my drive to replicate his success.  

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Blog

Is Your Employer Brand Super-Charged? Taking it to the Next Level

Blog | Author: By Elizabeth Gutierrez Saury, Senior Solution Consultant | Source: HCI | Published: August 11, 2014

Employer Branding has been a dominant HR strategy over the past ten years. You might be ahead of the game with an Employer Brand solidly in place, attracting industry top talent to your organization. Your killer portals are branded. The candidate experience is ensured and built upon via branded postings and branded newsletters.

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Blog

Your Hiring Experience: Strength or Achilles’ Heel?

Blog | Author: Michele Ellner | Source: HCI | Published: August 5, 2014

The path toward talent acquisition dominance and world-class employee engagement is rocky, perilous and traveled successfully by a few lucky corporations. Traversing this path successfully is the topic of countless conference sessions and webcasts. But whether the topic is about conquering social sourcing, building loyalty from within the ranks of employees or measuring and improving engagement, all pursuits are for naught unless your hiring experience is under control.  If you’re not moving candidates through a high-quality hiring process, everything else is a waste of your time and resources. Why? Because that hiring process is what stands between a company and its next engaged employee and makes or breaks its employer brand.  According to a recent study of job seekers who turned down a job offer, 32% report they rejected the offer primarily because the hiring process was a negative experience1.  That means that on average, nearly a third of those who decline your job offer do so not because of salary, benefits, vacation or career path, but because of their interaction with your organization. It could be your people or your process, but regardless one-third of the time, it was entirely within your control.

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