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More than half of candidates say employee benefits are an important consideration before accepting a job, and paid time off is a big part of the total package. In fact, 53 percent of employees who get paid time off would leave for more at another company. While everyone can benefit from time away from work to recharge, some candidates from underrepresented groups may be specifically looking for this benefit for various reasons.
The primary goal of running a company is to achieve sustainable results from employees that work for you. While results are crucial to the survival of employers, they can only be achieved when there is a solid company culture in place. A company’s culture might include extracurricular activities , but this should not be the foundation of creating a well-rounded work environment.
Every interaction with an individual contributes to their opinion of your company. This includes the social media posts they read, the promotional emails they receive and the conversations with past and present employees they have. With each interaction having so much power behind it, the way your company and your employees portray themselves really matters - especially to your candidates.
You want a tip on your recruitment career? Don’t mess with your reputation. It’s the only thing you will take with you when you leave. Every contact with candidate, clients or colleague is a ‘moment of truth’. Ask yourself after every interaction. ‘Did what I just did, or said, enhance or damage my reputation?’ Remember it’s […].
As our workforce evolves, so must the way we support it. With more employees choosing to work beyond age 65, HR leaders are increasingly being called upon to guide aging employees through one of the most complex transitions in their professional lives - from employer sponsored plans to Group Medicare. Without clear guidance, confusion around eligibility, coverage options, and cost implications can lead to uncertainty and missed opportunities for optimized benefits.
One of my goals as a Recruitment Marketing professional is to make our recruiters’ jobs easier. One way to accomplish that is by running digital advertising campaigns to get our employer branding messages and jobs in front of the right candidates. An important aspect of this work is to keep the recruiting and hiring team partners informed along the way and to educate them on new recruiting channels, what’s working and how we’re helping them to fill their open jobs with high quality candidates.
With 78% of talent professionals and hiring managers saying that diversity is the top trend impacting how they hire, it is critical to take measures to remove as much bias from the hiring process as possible. While there is no shortage of opinion that AI can be applied to reduce or remove human bias in hiring, there is a simple way. Read More.
With 78% of talent professionals and hiring managers saying that diversity is the top trend impacting how they hire, it is critical to take measures to remove as much bias from the hiring process as possible. While there is no shortage of opinion that AI can be applied to reduce or remove human bias in hiring, there is a simple way. Read More.
In a competitive hiring market, candidate experience is not only a critical differentiator, it’s also the key to higher offer acceptance rates. To provide a truly positive candidate experience, companies must consider how each phase of the hiring process can improve with practices outside of the (often mediocre) norm.
Today’s tech-savvy candidates have a different set of expectations than job seekers from previous years. Here’s how to keep this group engaged throughout the recruitment process. Respond to inquiries quickly. Candidates don’t like to wait around to hear about their prospects of landing a desirable position. Tech-savvy candidates are less likely to enjoy waiting.
We all know that candidates bring their A game to the. recruiting process , so why should it be any different for the company? Starting long before the interview, candidates begin to form their opinion about employment with your company. Will their experience with your company have them swooning over the a job offer, or will it leave them longing for a different position at a competing company?
Hello friends and colleagues, With my 40th anniversary of joining the recruitment industry fast approaching, I have, after some prodding, made the commitment to write a book. Collaborating with me on this project are Lesley Horsburgh (writer/editor) and Ross Clennett (contributions co-ordinator). But I need your help. Especially if we worked together: Accountancy Personnel, Accountancy […].
When you have a high-volume role and every resume looks the same, traditional hiring methods make it almost impossible to identify which candidates have the right skills for success. In this webinar, you’ll learn how to quickly differentiate top candidates by focusing on soft skills, cognitive abilities, and culture fit, not just experience. What We’ll Cover: Why traditional hiring falls short: Experience alone doesn’t predict success What skills-based hiring is: Evaluating soft skills, cognitiv
You don’t need an advanced degree or a ton of experience to uncover your company’s values. This blog post will guide you through what’s needed. Once you’ve identified how people work best within your organization and why they want to work for you, you can then tailor your internal and external messaging to encapsulate these values in an authentic way in order to attract top talent.
ApplicantPro's 6th Year of Inc. 5000. ApplicantPro is thrilled to named one of Inc. Magazine’s 5000 Fastest Growing Companies for the 6th consecutive year! Inc. Magazine's esteemed Inc. 5000 list, known as the most exclusive club in the business, is calculated using an algorithm that considers a company’s increase in revenue and employees over a 3-year period.
There’s a nursing shortage! I don’t know when I started hearing about it, but it was probably in the early 2000’s right before I set off for college. I distinctly remember hearing that nursing was a great career choice. And I once considered pursuing it–even after the movie, Meet the Parents , played up the stigma around male nurses. There was a shortage of nurses, I was told.
The employment compliance landscape is evolving fast, and staying on top of the latest regulatory changes can feel overwhelming. With so much conflicting information out there, how can you be sure you're covering all your bases? Join Kimberly Best-Robideaux, a top immigration attorney with 20+ years of experience, and Chapelle Ryon, CEO of WorkBright, for an expert-led webinar to help you move beyond the headlines and break down key insights about evolving regulations.
Hiring is projected to get a whole lot more complicated. For the first time in decades, there are more jobs open than workers to fill them. According to the June Openings and Labor Turnover Survey , there were just shy of 6.7 million open positions in April which is almost equal to the 6.6 million Americans searching for a job. While this creates a competitive challenge, it also brings us an opportunity to better our candidate experience.
Here’s the next “Sixty Savage Seconds” from The Savage Truth A one minute video of the best ideas, tips and tactics for recruiters… sixty seconds to make you think. This Sixty Savage Seconds is titled ‘Disrupt your recruitment business now!’ Let me know what you think! View here. .
Career change is a big decision. This is why candidates today check multiple sources to research your company before deciding whether or not to apply for your job or accept your offer. These touchpoints along the modern candidate’s journey are important channels where you can: 1) share your employer brand messaging, and 2) provide candidates with the information they need to decide if your company is the right fit for them.
Have you ever found an amazing candidate, who simply wasn’t ready to join your organization yet? Perhaps you sourced a candidate who was looking forward to seeing a project through to completion. Or maybe you found someone a little late in their job search process, and they accepted a new role elsewhere. These scenarios are quite common—especially if you’re after top-tier talent.
What is Remote-Insourcing? Sounds like an oxymoron, right? Not anymore. Remote-Insourcing isn’t outsourcing—it’s a revolutionary staffing model that lets our clients fill key entry-level positions with top-tier, loyal, long-term talent, integrated seamlessly into their businesses—just like local employees but without the turnover or W2 HR hassles. With under 3% unwanted attrition, you train once and keep the same team for years.
Whether it’s your first job out of college or you’re switching to a new company, it’s important to make a good first impression and to start strong. You may possess many skills that will help you complete your responsibilities once in this new role but it will take some time to acclimate to the routine and expectations of the new environment. Here are three tips to help you hit the ground running and be successful in your new role. 1.
Throughout 2018, the U.S. economy has continued to add jobs. The Jobs Report for July 2018 showed employers adding 157,000 new jobs and pegged the unemployment rate at 3.9%–which hovers around an 18-year low. This is in drastic comparison to a decade ago, when during the Great Recession the unemployment rate began its steep rise (it would ultimately top out at 10% in October 2009 ).
Here’s the next “Sixty Savage Seconds” from The Savage Truth A one minute video of the best ideas, tips and tactics for recruiters… sixty seconds to make you think. This Sixty Savage Seconds is titled ‘A client in pain is a very good thing’ Let me know what you think! View here. .
The benefits landscape is shifting rapidly, and AI is at the center of this transformation. From optimizing health and wellness programs to predicting future benefits needs, AI is empowering HR and total rewards leaders to make smarter, more proactive decisions. The challenge? Understanding where AI fits in your strategy and how to leverage it effectively while keeping employee well-being at the forefront.
The #1 thing that the Rally Recruitment Marketing community asks for help with again and again is how to create good Recruitment Marketing content. I bet that doesn’t come as a surprise! Content marketing is difficult, even for experienced marketers. The challenge is that good content takes time to create and it seems there’s never enough resources to create all the content you need.
I’d like to start off with a bit of a disclaimer. If you’ve ever met me, you know I have the tendency to be a bit, well, opinionated. It’s not that I’m intentionally didactic or contrarian. It’s just that I’ve got a passion for all things related to the topic of talent, and care deeply about how the world of work works. Admittedly, I may sound a bit like I’m standing on my proverbial soapbox, but it’s my sincere hope that my thoughts and perspectives generate some sort of meaningful conversation
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The candidate experience has real impact it has on the hiring process and your ability to attract and recruit talent. That's why so many companies and experts are following the trends and tactics that have proven effective in candidate relationship building. A positive candidate experience can leave applicants waiting by the phone, longing for a job offer, but a negative experience can have them running for the hills, or worse, into your competitor’s arms.
The right HR metrics can illuminate hidden trends, justify decisions to the C-suite, and give you an edge in this unpredictable economy. Download Paycor’s guide and learn how to calculate your: Cost-per-Hire Total Financial Impact of Absences Voluntary Turnover Rate And more!
SocialTalent bring you another weekly roundup of the latest stories and research in the world of recruiting! Let’s dive in… Is your brand losing out on half of its potential candidate pool? It’s common knowledge that companies will consult with the social media presence of a candidate when considering them for a role, but did you know that it goes both ways?
Candidate expectations have changed in a big way over the past five years. This shift is maybe most noticeable in the way that company career pages, and the job descriptions that are housed on those pages, have evolved. Gone are the days where an effective job description consisted of a paragraph or two describing the company, followed by a laundry list of role requirements.
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