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As we know, jobseekers are looking to work for companies that offer a positive workplace culture, or one that aligns with the jobseekers’ beliefs. For companies that offer employees equal pay, it helps boost the overall brand and can result in a better workplace culture.
The best source of hire continues to be employee referrals.
With the unemployment rate at less than 4%, jobseekers are currently in the driver’s seat and are being more selective with their potential job opportunities. And now, employers must turn to more passive candidates and look at long-term goals and strategies if they’re interested in acquiring top talent.
The future of job descriptions is here, and it’s taking the form of video! That’s right, showing not telling candidates what they’re in for is how you’ll attract them to your company.
A recent study found that government employers aren’t embracing digital recruiting methods, pitting them against their private sector counterparts in the war for talent.
With unemployment so low, it’s hard to find top talent. Which is why many employers are turning to interns to help fill the void.
Attracting talent is a huge undertaking, and if your job ads aren’t worded properly, you could be missing out on great candidates. But when you post a condescending job ad geared toward Millennials basically blaming them for being lazy, you’re probably going to attract a lot of criticism, not talent.
If you’re a recruiter or hiring manager for an industry that’s not all that glamorous, such as waste sanitation, how do you attract candidates to your company? What special perks do you offer to get people in the door?
At the 2018 RecruitCon conference in Nashville, this past May, one of the most common themes that was presented was improving the candidate experience. New data, released by recruiting solutions provider Montage, show that this trend is currently top of mind for all recruiters and hiring managers.
In part one of this article series, HR Works sat down with RecruitCon 2018 keynote speaker Bob Kelleher to discuss hiring and engagement issues. Here is the remainder of that interview.