With every human interaction you remove from the hiring process, you’re creating a new potential pitfall for your candidate experience.
If you want to engage candidates motivated to excel in a role, not just do the job, it’s time to rethink the way you approach your job descriptions.
In the daily whirl of scarce talent, stretched resources, efficiency drives and information overload, switched-on recruiters are realising the benefits of playing the long game.
If talent professionals are truly committed to employer branding, why do they spend so little money on it?
Follow our example and rewrite your job descriptions to work harder, say more with less and diversify your candidate pool.
We’ve got some positive news for far-sighted recruiters in sectors with systemic skill gaps. A new report suggests most workers globally are interested in working in a different country.
If quality of hire is your top recruiting priority, you need to start giving employee referrals the respect and attention they deserve.
For many large employers, candidate videos are already an integral part of the hiring process. Video interviews are relatively commonplace (and set to become more so with the advent of predictive analytics offering automated screening). But is there a role for video at the first stage of selection?
This summer, we wrote about the most common mistakes made by recruiting teams when engaging candidates. That was the downside. Now it’s time to even things up by revealing the employers getting their candidate experience absolutely right.
Where do your professional ambitions lie? If they’re more or less ahead of you, not veering wildly off at a career-change tangent, we’ve got five practical tips to help you pursue them.