Published By: Parallon
Published Date: Sep 16, 2015
A recent HealthLeaders Media Intelligence survey asked respondents to rank their top challenges impacting financial performance and to identify specific areas of concern within each of those issues. Their top three issues were system implementation and interoperability, recruiting and retaining talent, and reengineering the revenue cycle. On the surface, it’s tempting to think these findings aren’t surprising. Yet emerging external factors, including the cumulative effects of the HITECH Act (meaningful use), the Affordable Care Act, and an aging U.S. population, are creating new frameworks in which to view and solve these traditional problems.
Published By: Workable
Published Date: Oct 09, 2019
Do you need an ATS? Broadly speaking, we’ve found three common scenarios driving the search for a better way to hire:
Growing pains - companies with growing pains are typically looking for some predictability and structure across candidate sourcing and hiring.
Drowning in email and spreadsheets - companies are looking for more efficient ways to manage candidates and collaborate as a team
Outdated software - companies are looking for a modern, efficient approach to deliver on the original promise of an ATS
A modern ATS, chosen with the right criteria, will relieve these common pain points. Take a step back and think about how your recruiting could be improved with the right tool.
Published By: Workable
Published Date: Oct 09, 2019
In every organization, the recruiting process generates data: how long it took to fill one role, how many candidates progressed to the final hiring stage or how many comments hiring teams exchanged until they made a hire. Through tracking metrics, you can get tangible evidence of how successful your recruiting process is, rather than relying on intuition.
In this guide, we put together everything you need to know to start making the most out of your recruiting data. You’ll find:
A list of common recruiting metrics to track.
A detailed look into five of the most important KPIs.
How to collect data and track metrics consistently over time.
Published By: Monster
Published Date: Oct 25, 2012
It's a new world of recruiting in 2012, and every employer needs to stay ahead of the curve. Who's doing what in the real world of recruiting? This detailed survey report conducted by Monster and BLR's HR Daily Advisor and HRhero Line, answers your questions:
* Which recruiting sources are working best in 2012?
* What recruiting methods are most popular?
* Is social media really the best way to find great candidates?
* Should you do Facebook and Google background checks?
* What are the biggest concerns recruiters have?
Simply complete the form to the right to receive your free survey report.
Whether you've had an employee referral program for years, are only in the initial stages of building one, or have never had one at all, this e-book is full of tips and advice on making your program the best it can be.
Is your recruiting process working for you? Do candidates refer others to your company, or are you scraping to fill your vacant positions? Fill out the form for your copy of Give Your Candidates What They Want and check out our top 5 simple ways to attract the BEST candidates:
Small and medium businesses (SMB) are the backbone of America, generating annual revenues that can reach $8.1 million [based on SMB’s with less than 100 employees]. These SMBs employ up to 99.7 percent of all employees in America, and 39 percent of these employees fill high tech jobs. SMBs have advantages over larger organizations when recruiting top talent to help drive their small enterprise. This white paper will further examine the essential components and justifications that CEOs, hiring managers and business owners alike should consider when developing and deploying their hiring strategy and processes.
Only a decade or so ago, those human resources professionals who hadn't yet found their way onto the Internet were finding themselves increasingly left out in the cold.As we slip swiftly into the second decade of the 21st century, it's those who haven't yet begun to participate in 'social media and networking' that are starting to feel the chill.
Only a decade or so ago, those human resources professionals who hadn't yet found their way onto the Internet were finding themselves increasingly left out in the cold. As we slip swiftly into the second decade of the 21st century, it's those whohaven't yet begun to participate in 'social media and networking' that are starting to feel the chill.
The importance of nurturing a talented workforce cannot be understated. It enables your organization to perform effectively today, while also preparing you for future growth. But in reality, how many are companies actually nurturing their employees?
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.
Now, more than ever, is the time to focus on your people - the key to your future success. Based on work with more than 2,000 leading businesses on maximizing people performance, SuccessFactors recommends 5 strategies that deliver superior results.
Millennials (a.k.a. Generation Y), defined as people born anywhere from 1980 to 1999, have access to technology, communications, and publishing that simply wasn’t available decades ago. As a result, they have demands for career and lifestyle that are often different than older generations.
To find out what it takes to draw in this highly sought-after community, we asked recruiters and anyone hiring young talent what they believe are the “must-adopt” recruiting techniques for hiring Millennials.
As the federal workforce nears retirement age, it is crucial for the government to hire members of the millennial generation, particularly in the mission-critical fields of science, technology, engineering and math where there is stiff competition with the private sector.
These results are a must-read for government officials who want to stay up-to-date with developing trends in recruiting.
Personalization is the key to getting candidates to respond. With Dice’s Guide to Engaging Tech Candidates, you’ll get tips and templates for crafting effective recruiting emails and social messages that get response.
There are 3+ million tech professionals active on Twitter. But as a recruiter, how do you reach these candidates? Use Dice’s 7 Steps to Tech Recruiting Strategy on Twitter to source tech talent where they hang out.
Published By: Jobvite
Published Date: Feb 20, 2014
Some bad habits are easy to break—when you have the right tools.
Have you been clinging to old-school online resume searches? Scoffing at the idea of executive buy-in? Or believing candidates are the only ones who need to make a good first impression?
Uh-oh. You might want to read this eBook.
In “The Seven Deadly Sins of Recruiting,” Jobvite offers a list of common mistakes recruiters make—mistakes that can have dire consequences—along with insight on how to nip problem behaviors in the bud.
By shifting perspective to make more effective use of today’s advanced recruiting tools, recruiters can position themselves to be more strategic and successful at sourcing, engaging, and hiring top talent.
As professionals in a world that is now driven by self-improvement, we’ve become very skilled at setting goals. There is a plethora of mobile apps that exist solely to help us track goals and keep ourselves accountable. Goals are what keep us engaged, looking ahead and striving to be better. That’s the same reason organizations spend hours, weeks, months and years planning and trying to execute them. But what good is all that motivation, strategy and planning if organizations can’t execute those goals properly? Well, none really.
Quality of Hire (QoH) has long been one of the major dividing lines between sourcing, recruiting and HR. After all, retention and talent management have more to do with the quality of a worker than anything else...right? Well, that’s what the recruiters might have you believe. In fact, quality of HIRE is right there in the name.