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A recent survey of nearly 9,000 talent acquisition leaders and hiring managers worldwide, conducted by professional networking site LinkedIn, provides insight into the interview process, including where to focus for maximum results.
In yesterday’s Advisor we began to explore the value of text and app based recruiting with Erik Kostelnik, founder and CEO of TextRecruit, and Susan Vitale, chief marketing officer of iCIMS. Today we’ll look at the rest of the interview with a focus on the place of AI and chat-bots in text and app recruiting.
We recently had a chance to sit down with Erik Kostelnik, Founder and CEO of TextRecruit, and Susan Vitale, Chief Marketing Officer of iCIMS, to discuss text and app-based recruiting and communication. Our conversation comes in light of iCIMS’s recent acquisition of TextRecruit.
Like it or not, how people perceive you is, in part, who you are. This uncomfortable truth contains valuable lessons when it comes to employment branding efforts.
Multiple interviews allow for greater insight into a candidate’s skills, ability, personality, and motivation. At the same time, multiple interviews allow a job candidate to learn more about a company and its culture.
Your company has conducted multiple interviews, and every interviewer gives the job candidate a thumbs-up. The position has been vacant for weeks, and the work is piling up.
Career coaches often recommend that job seekers set up informational interviews, in order to explore career paths and employment opportunities. Although typically initiated by job seekers, informational interviews have advantages for employers as well.
Companies may not want parents attending job interviews with their adult children, but a number of employers aren’t above targeting parents in an effort to recruit their offspring.
The hiring process is time-consuming and expensive. It can take weeks, if not months, just to bring on one new hire—and there’s always the risk that person will not work out, and you’ll have to start all over again. Any time you’re bringing on someone new, it’s a difficult task to assess whether he or […]
These are the main takeaways from a new CareerBuilder survey, which finds nearly three in four employers, 74 percent, have been affected by a bad hire and the average cost of one bad hire is $14,900.