Expect the challenge of sourcing the most highly-qualified candidates to become even more competitive as we enter the new year.
And perhaps as younger employees, with fresh ways of looking at employment, join the workforce, new means of attracting – and keeping – them are worth considering.
You may also think about tuning-up some tried-and-true – but dated – methods to stay ahead of the pack.
We offer a few suggestions for your consideration.
This year, many recent hires may be giving thanks they were able to take interview questions that were staler than last year’s apple pie and knock them out of the park like the Astro’s George Springer.
To avoid looking like a turkey, here are a few questions that savvy recruiters and hiring managers may want to drop from the interview menu.
How exactly can AI specifically help recruiting? By reducing time to hire, improving the quality of hire, and making the experience for job candidates far better.
Integrated within an Applicant Tracking System (ATS), AI can review resumes, select qualified candidates for interview, and schedule meetings. In the process, it can also review candidates who applied for, but were not chosen for, other positions – yet may offer the right qualifications for a different role.
Millennials are an important and valuable part of the workforce; in fact, they’re taking over the workplace. Based on data from Pew Research Center, more than one-in-three American workers are Millennials, and in 2015 they surpassed Generation X to become the largest segment of the American workforce.
Since Millennials have different attitudes towards work, as we discuss below, the challenge for companies and hiring professionals is how to attract and retain them. Monetary compensation and other expensive benefits aren’t necessarily the answer, but opportunities for growth, purpose-building and more could be.
Use these five tips to attract Millennials to your company and retain the ones you have.
It’s fascinating – and informative – to review the findings from the American editions of our 10th Annual Employment Screening Benchmark Report with those from our European/Middle East/Africa, and Asia/Pacific Regions. We’re literally – and figuratively – oceans apart in many areas, but according to the many thousands of hiring professionals we’ve surveyed around the world, also share many of the same perspectives and practices in conducting increasingly-critical background checks.
Take a look at how we compare verifying the backgrounds of The Extended Workforce: independent contractors, contingent and temporary workers, volunteers, and vendor representatives. The results may surprise you.
With 45 percent of candidates taking advantage of a mobile device to apply for a job, it’s no wonder businesses are upping their mobile game when it comes to recruitment.
Here are some ways that mobile can jump-start the recruiting process.
