With the many ways that exist to reach job applicants, why is finding great candidates so difficult? This complimentary SuccessFactors white paper discusses six ways to connect with high-quality candidates. Download the white paper today.
Sometimes the best hires aren’t the ones actively looking for a job. Better known as “passive” candidates, these gainfully employed professionals are reasonably happy, but might be willing to consider a more attractive offer.
Retailers face many challenges to attracting top talent in today's market. Job seekers often apply for multiple positions simultaneously, so building a strong brand is critical to winning the best candidates. This white paper describes a 3-step process for recruiting and retaining the best employees—and keeping them performing at their highest potential.
Every job opening brings an opportunity for your business to build its brand. Giving job candidates great experiences could motivate them to become your brand ambassadors—regardless of whether you make an offer.
Published By: TheLadders
Published Date: Apr 14, 2011
Introducing Passport: TheLadders' free recruitment solution. Now you can access TheLadders exclusive community of top quality professionals for free. Post jobs, build a pipeline of qualified candidates, manage your applicant pool and more with TheLadders Passport.
The BountyJobs Direct Hire Agency Benchmarking Reports are released twice a year to provide business leaders with key insights into trends and past performance of the agency recruiting marketplace, where companies seek some of the most highly sought-after candidates.
In this e-book, you'll learn how to:
-Increase hiring velocity for high-demand talent
-Create stronger recruiting teams
-Find and engage the right agencies
The six data points in this e-book are critical to unlocking the full potential of direct hire agencies in order to land those highly sought-after job candidates. Commanding this data will also position your recruiting teams to become strategic advisors to your company and its business units.
In this e-book, we discuss several factors that are creating greater challenges for hiring managers in 2015, including rising employment (meaning more competition for those hard-to-find candidates), scarcity of key skilled workers, and a rising number of people who say they plan to look for new jobs this year.
Let’s face it, everybody’s on social media these days.
Providing excellent targeting opportunities, social
media channels are great channels for advertising
jobs. Most of us are present on at least one social
media channel, which makes them great places
to search and find information about prospective
candidates. Long story short, social recruiting is about
leveraging social platforms in recruiting.
As an HR professional, you know the spotlight is on recruitment functions to prove their value to the business. You’ve seen how the volume of job applications has risen over the last few years, yet all it has done is create more work and rarely better outcomes – for candidates, recruiters or employers.
Based on CEB research, this eBook uncovers the insights and solutions to overcome these volume recruitment challenges:
• How to create an effective employer brand
• How to optimize the candidate experience
• How to make the recruitment process more efficient
Published By: Jobvite
Published Date: Mar 31, 2015
Once upon a time, finding candidates meant posting a job description…and then waiting. But today, everything’s different.
• Jobs have changed
• Jobseekers have changed
• Technology has changed
But here’s the kicker: When candidates change, and the recruiting environment changes, your job as a recruiter will change, too. Are you ready to adapt? If you aren't sure, don’t fret. A number of recruiters today are faced with the challenge of adjusting to the new climate. Now is the perfect time to analyze your behavior and rethink your perspective.
Here’s a look at seven of the top “sins” recruiters commit today, along with valuable direction for correcting your bad habits.
Published By: Jobvite
Published Date: Mar 31, 2015
The recruiting industry is not what it used to be. Jobs, technology, candidates, and strategies have all changed immensely over the past few years, as STEM positions proliferate, social media explodes, and a new generation of workers—complete with new habits, wants, and needs—has emerged. You've probably felt the impact of this evolution firsthand, and you've realized that it doesn't matter how many people are actually out there looking for jobs (or not looking for them, as the case might be). If you’re having trouble finding the right candidates for the right positions at the right times, you’re dealing with a talent shortage.
In this eBook, we outline four critical ways you can ensure the development of a rich talent pool.
Attracting today’s savvy candidate requires much more than a creative job description and a flattering email message. The transparency provided by web sites such as Glassdoor combined with a millennial desire for meaningful work and corporate responsibility have the upped the ante when it comes to employer brand and candidate experience. While many firms have good intentions when it comes to employer brand, these intentions aren’t always translated to action, leaving many candidates feeling frustrated as they move through the process. New hires need confirmation that everything they were told in the interview processes is not only accurate, but even better than expected. When the onboarding process falls short of those expectations, candidates immediately question their decision to accept the offer and retention efforts in jeopardy. Join this webcast to learn how to avoid costly new-hire attrition in your organization.
A recent Human Capital Institute report found that 69% of respondents are having difficulty filling critical positions and only 20% agree that they have a strong talent pipeline for critical roles. Competition is fierce and the power has clearly shifted from employers to the candidate. Today’s job candidates expect to be treated like consumers, and the most successful marketing teams know that consumers are increasingly suspicious of brands. These marketing teams implement strategies to foster trust and loyalty among their target audience.
Just like marketers, recruiters must have the ability to not only attract but engage candidates as well, and they are tasked with fostering that same trust and loyalty among the candidates they hire as well as the ones they don’t. It’s not enough to just leverage the latest tools and implement trend-setting processes in the recruiting department. Recruiters must also live the employer brand every day.
Living the brand encompasses demonstrating the EV
Attracting talented job candidates is one of the biggest
challenges facing HR in the next 10 years.1 Understandably,
organizations want top talent and they are highly focused on
recruiting strategies that enable them to hire the very best.
One increasingly popular strategy is mobile recruitment. As
mobile devices become ever more ubiquitous, potential
candidates are starting to look more favorably at organizations
offering a mobile recruitment option.2 But are all candidates
created equal when it comes to mobile recruitment? We decided
to take a look at the coveted members of the workforce and
explore their use of and attitudes towards mobile recruitment.
Using the high-potential employees subset of our global
WorkTrends™ survey data, we were able to compare top talent,
who significantly outperform their peers and demonstrate a
stronger capacity to succeed,3,4 with other employees. The
results provide new insight into mobile recruiting and guidance
for organizations looking to attract
Find out what motivates recent graduates and the messages that resonate most as they explore finding a job and building a career. If you thought you understood the millennial marketplace, get ready to be surprised.
Did you know that 88% of all job seekers have at least one social networking profile? Because of this, 92% of companies have used or plan to use social media to recruit. If businesses aren't using social media for recruiting, they can potentially miss candidates that wouldn't be found elsewhere. Don't let your competition find these great candidates first, and even worse, your competition can find these great candidates.
Published By: HireRight
Published Date: Jan 02, 2013
Despite so many people looking for a job, it is still a challenge to acquire quality talent. When you’ve narrowed the pool and are ready to background check your candidates, how do you determine if your program is both competitive and compliant?
When you’re tasked with filling numerous open requisitions, you’ll typically source and engage candidates using the same traditional methods you’ve always used: you’ll post a job requisition online, wait for the flood of resumes to come in, then over-rely on tracking candidates via spreadsheets and emails. This isn't a winning strategy and it actually makes the recruiting process longer, more expensive, and less effective for building a powerhouse workforce.
Published By: BambooHR
Published Date: Sep 21, 2016
It sounds silly that any company would let employees fail by not giving them the components they need to succeed. Unfortunately, that’s what many companies do. And the results are devastating.
With staffing levels expected to rise 20 percent, the job market is looking hot for candidates and busy for HR. Many companies are bringing in new candidates at higher rates this year, and your current employees now have other options if they aren’t happy. Making employees successful is vital to their job satisfaction and retention—and because of the job market heating up, it’s more important than ever.
Download now to see 6 tips to prevent employee failure!
Published By: Silkroad
Published Date: May 12, 2016
The Definitive Report on Talent Acquisition Strategies
The Top Sources of Hire Report is back for 2016 and is more comprehensive than ever—covering more than 13 million applications, 600,000 interviews, and 300,000 hires. It examines the top sources of hire and how they compare, including internal vs. external sources, online vs. offline sources, social recruiting, mobile recruiting and more!
The job market is back—and so is increased competition for top candidates.
Download this report to develop smart recruitment strategies for your organization.
Published By: Silkroad
Published Date: Aug 01, 2017
The Sources of Hire Report is back for 2017 and is more comprehensive than ever, covering more than 14 million applications, 655,000 interviews, and 329,000 hires. The job market is back—and so is increased competition for top candidates.
Get ahead by starting where the candidate journey begins.
Download this report to learn data-driven insights, including:
Internal vs. external sources
Online vs. offline sources
Top 5 branded job boards
Hot issues and best practices