Recruitment Genius — February 2, 2011 — HR consultant, Paul Daley, said that applicants were no longer accustomed to printing out multiple copies of their CVs, and that any job that asked for paper copies risked alienating candidates. He added that companies that did not get online would find themselves, “thrashing around in the dark ages.”
“If you’re not recruiting online you’ll probably be out of business pretty quickly because I don’t know how you’ll find anyone, and if you’re not moving to using more forward-thinking online methods you’re going to go out of business in three years time,” he warned.
February 2, 2011 | Posted in
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Lebanon, NH (PRWEB) January 20, 2011 — Striving to continuously refine recruiting techniques that harness the power of the Web, AIRS, the market leader in recruitment training today announced the launch of SearchLab 11.0. As the world’s most recognized Internet recruiter certification class, the upgraded course features tools and techniques in line with today’s toughest recruiting challenges and is now offered virtually and on-site across the US.
Offering cutting edge insight and time tested tools recruiters can apply instantly; SearchLab 11.0 is considered the gold-standard among companies seeking best practices in e-recruiting. Upon completion, the course also offers the opportunity to earn the industry recognized Certified Internet Recruiter (CIR) certification.
January 20, 2011 | Posted in
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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”!
Generations view things differently and thus expect different ways of being recruited. With an ever changing and more diverse workforce, recruiting must become more unique and customized if organizations wish to attract the best possible Gen Y talent.
Each year Catalyst recognizes innovative initiatives that advance women and business. At the conference, each company detailed its best practices, which in all instances turn out to be a combination of strategies (as in best practices – plural) explaining how its initiatives advance women in the workplace and benefit the business.
Though healthcare delivery has changed dramatically in many ways – especially in recent years, one fundamental paradigm has remained the same – physicians still refer patients to hospitals and they are still the key drivers of both patient care and revenue throughout the health system. Indeed, the most powerful tool in healthcare remains the physician’s pen. Hospital patient admissions and discharges, tests, treatments, procedures – all require a physician’s signature.
Your reputation is impacted greatly by the caliber of person you represent. Whether you have been a recruiter for one week or ten years, you will need to continually identify new sources for Top Talent. Recruiting has been and always will be a relationship building business. It is the recruiter with the candidate who WINS in the eyes of the hiring authorities. They utilize your services to provide them with talent they can’t identify on their own. It is for this reason that it is necessary for you to consistently make recruiting presentations.
How to gain perspective when job pressure causes staffing professionals to lose site of the fundamentals.
At the risk of referencing the much overused analogy – don’t lose site of the forest for the trees – I think it can be used to describe a classic pattern that is emerging in staffing today. For many organizations, the light is at the end of the tunnel. Job growth could be on the horizon. But there are many reasons to believe that the convergence of factors we typically see just before job growth will be compounded by the severity of the recent recession. Do you see these patterns emerging:
Did you ever wonder why some teams really seem to ‘click’ and others don’t? Or why chronic problems persist in some teams, despite coaching, motivational programs, and other interventions?
In this same crazy, highly competitive executive search firm market, as headhunters, are we continuing to do the right things with grace and ease?
