Attracting and selecting the right candidates for your organization requires a top recruiting strategy and a little technological finesse. Learn strategies to help forecast your recruiting needs, build your candidate pipeline, and select the applicants who will be a match for your organizational culture. Develop a proactive talent acquisition strategy so your company can hire top quality candidates.
The mobile revolution is well underway, with the number of mobile subscribers reaching 7 billion sooner than expected. And while the growing use and ubiquity of smartphones and tablets have changed the way job seekers search and apply to jobs, not all companies have adapted to this new reality. But those that neglect to make their recruiting processes more mobile friendly – from the way they promote their open positions to how candidates can apply – will struggle to find the right talent.Read more
I can remember the first time I received a call for a reference on a former employee. I was early in my career working as an assistant manager at a shop in the mall and happened to be next to my general manager as I took the call. Once my GM heard the nature of the call, he snatched away the phone to handle it himself. “Yes, the employee worked here from April until September. Yes, I’d hire them again. No, I can’t give you any further details about that employee.”
That’s what I overheard from outside that conversation. Once he hung up the phone, my manager then gave me a quick development talk, explaining the potential legal issues and the exact process my company had for reference checks.
You’ve probably heard many pay-for-performance strategies over the years, and maybe even implemented a few. Maybe you had a modicum of success, or not, but like everyone else you’ll be looking for the holy grail of strategies.
While that doesn’t literally exist, here are three key pay-for-performance strategies that are based on the successful plans of the thousands of organizations we work with:
Have you ever done an Internet search on “how to write an amazing resume” or seen a post on how to “get your resume noticed”? Pretty much every job site, job board, or job blog has at least one (usually multiple) post on ways to make a resume stand out in the crowd. Which makes sense, a good resume is key to getting the interview. What about the other side of the coin; what are employers doing to stand out in the crowd?Read more