Many recruiters do all kinds of assessments of each candidate’s core competencies, and attempt to persuade their clients as to why and how their candidate will undoubtedly succeed in the open position.
Are top recruiters relationship-centric to not just fill job openings, but to help transform a client company?
The way you handle rejected candidates affects your brand health. In today’s transparent world of social media and instant communication, one disgruntled rejected candidate can do serious damage to your brand. As Universum Quarterly investigated the topic, it became obvious that many employers sorely lack an understanding of how important it is to take good care of their rejects as well.
Budgets for pay increases have fallen this year, from 2.5 percent in 2009, to 2.2 percent in 2010 and vary across industries, finds Compdata Surveys’ 2010 Compensation Data Services report.
The impact of a prolonged recession, which included massive job losses and fewer employment opportunities, has been widespread. However, while many Americans face challenges, the nation’s young people have been especially affected by this economic climate.
Sharing of great tools is supportive of community involvement and development, and we need more of that on RecruitingTrends. So in the spirit of giving, here is one of my recruiting tools. A “Super Tool”!
Among all workers in the United States, nearly 2 million quit their jobs voluntarily in April, according to the Bureau of Labor Statistics. The number was greater than the 1.75 million who were laid off during the same month. That latter number is the lowest since January of 2007, and as the Christian Science Monitor recently reported, an increase in voluntary employee departures may very well be the sign of an improving economy.
Most recruiters are under the false belief that because they think their candidates or services are better, that customers will perceive them as different. This belief isn’t necessarily true. The first key differentiator is them, the sales person.
Share Katheryn Meagher, EMBA, MHR Katheryn Meagher, CEO of 1st HR Matters, an established HR Consulting organization that puts the “Human” in Human Resources wherein her specialties includes employment law, employee relations, policies and procedures, employee handbooks, sexual harassment and work place violence presentations, job descriptions and performance evaluations, internal and external complaints, safety, all [...]
When it comes to the company that handles your background screening, there are legal and regulatory factors that must also be understood and taken into consideration. By law, an employer cannot conduct a background screen on a job applicant unless and until they have received a signed background screen authorization form from the applicant. Your vendor should provide you with a template to use as your background screen authorization form that identifies them as the vendor, a FCRA Disclosure Notification, and instructions for the applicant should they want a copy of their background screen report or end up wanting to object to any of the report’s content.
Wednesday, August 25
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Courtesy of Broadlook Technology
With over 15 years in the recruiting industry and a unique position of talking to 1000′s of successful recruiters, Donato Diorio has a secret. A secret that he is willing to share: The initial outreach to a candidate has the largest drop-off in the whole recruiting process.
