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Well-written jobdescriptions are important for promoting your company’s employer branding. Modern jobdescriptions function as concise promotions of your job vacancies, telling your organizational story and enticing prospective hires on how they can become a part of that eventful journey.
Entrepreneur Magazine once wrote about how the jobdescriptions my Ongig software created for our clients caused candidates to spend up to 5 minutes and 23 seconds viewing the ad (more than 6X the time spent on typical job ads at the time). If you want a candidate to commit more to you (e.g.
#1- Diversity Recruitment Partners Diversity Recruitment Partners provides an intuitive platform that directs candidates from diverse backgrounds toward the most suitable career roles. Therefore, your recruiters can leverage the company’s expertise in candidateengagement through multimedia platforms.
The ones that jumped on at first were able to scale and then that evolved into candidateengagement platforms. And then you can sell it to your candidates, you can incorporate it into the job postings. Don't make it a boring jobdescriptionjob posting if you do nothing else. You do all that.
Have a clearly defined jobdescription Refine your candidate selection process Implement pre employment assessments Fast-track top candidates Promote your employer branding Look to reskill employees in-house Expand your talent-pool. Clearly defined jobdescription. Fortune magazine via Glassdoor.
Innovative technologies enable customers to improve the candidate experience and attract top talent. eQuest is the leader in job post distribution, and our customers see tremendous value from this partnership,” said Patrick Frenzel, Vizi, Chief Technology Officer. With Vizi, companies attract qualified candidates faster.
It also keeps me paying for cable, not to mention my monthly subscriptions for magazines, Netflix and, of course, the good old fashioned newspaper (although mainly for access to the premium content most newspapers now post behind a firewall online). Just Like Heaven: Recruiting Content Tells Candidates Why They Should Work for You.
Let’s see a couple of research numbers and statistics provided by industry experts relating to candidate experience to provide you with some insights on how to approach things: 50% of candidates say they wouldn’t work for a company with a bad reputation – even for a pay increase; (Betterteam Blog, 2017).
Determining if the candidate is a fit. Understanding the jobdescription. Selecting candidates. HR magazines. Qualifying candidates. Engagingcandidates. Candidate experience. Precise jobdescription. The candidate was a good fit. Contact with candidates.
Continually keeping the talent pool full of quality candidates requires time and effort spent on jobdescriptions, screening , and scheduling, managing your employer brand , and keeping candidates on the hook throughout the hiring process, among other things. Well, we know you’ve got a lot on your plate.
The ones that jumped on at first were able to scale and then that evolved into candidateengagement platforms. And then you can sell it to your candidates, you can incorporate it into the job postings. Because so many candidates are looking for purpose, they’re looking for reason to take this position over others.
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