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7 Real Estate Leaders Weigh-In On The Best Recruitment StrategiesGryphTech Inc.
We asked 7 industry experts one question "What is the best low cost recruitment strategy that doesn't break the bank" and compiled their valuable responses and insights into this report by iBroker. http://goibroker.com
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Whether you need flexible talent for short-term needs or projects, or you need to fill critical openings on your team, finding exceptional talent has never been more difficult, time-consuming, expensive, and frustrating. In this presentation you'll learn the right questions to ask to find the right staffing agency to help you meet your talent needs.
In this presentation:
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- How well does the agency screen and assess candidates?
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Rally recruitment marketing_ideabook_11_ways_to_humanize_the_candidate_experi...Jill Patterson, MBA
Rally Recruitment Marketing Ideabook:
11 Ways to Humanize the Candidate Experience
Improving the candidate experience is an ongoing priority for HR and TA leaders. Good progress has been made in areas like mobile-friendly career sites, shorter apply times and standardized interview methods.
Process improvements are important, but what candidates are telling us they really want is more communication.
The latest Talent Board research shows that job seekers rated their candidate experience higher when there was open, transparent and two-way communication (including feedback) between them and the employer throughout their candidate journey.
It turns out that a great candidate experience has come down to meeting a few basic human needs: the chance to be heard, the satisfaction of getting a response and the feeling of being respected.
It’s time for us to take the next step in improving the candidate experience. It’s time to HUMANIZE it.
This Ideabook will inspire you to humanize the candidate experience through new strategies and technologies that enable better communication and engagement.
7 Real Estate Leaders Weigh-In On The Best Recruitment StrategiesGryphTech Inc.
We asked 7 industry experts one question "What is the best low cost recruitment strategy that doesn't break the bank" and compiled their valuable responses and insights into this report by iBroker. http://goibroker.com
Own or manage a hotel? Are you plagued by rising turnover rates? Find out what you can do to stop the revolving door and reduce the turnover in your hotel.
Whether you need flexible talent for short-term needs or projects, or you need to fill critical openings on your team, finding exceptional talent has never been more difficult, time-consuming, expensive, and frustrating. In this presentation you'll learn the right questions to ask to find the right staffing agency to help you meet your talent needs.
In this presentation:
- How strong is the agency's recruiting reach?
- Does the staffing agency specialize in the talent you require?
- How well does the agency screen and assess candidates?
- And 9 more important questions to ask when choosing a staffing agency!
Rally recruitment marketing_ideabook_11_ways_to_humanize_the_candidate_experi...Jill Patterson, MBA
Rally Recruitment Marketing Ideabook:
11 Ways to Humanize the Candidate Experience
Improving the candidate experience is an ongoing priority for HR and TA leaders. Good progress has been made in areas like mobile-friendly career sites, shorter apply times and standardized interview methods.
Process improvements are important, but what candidates are telling us they really want is more communication.
The latest Talent Board research shows that job seekers rated their candidate experience higher when there was open, transparent and two-way communication (including feedback) between them and the employer throughout their candidate journey.
It turns out that a great candidate experience has come down to meeting a few basic human needs: the chance to be heard, the satisfaction of getting a response and the feeling of being respected.
It’s time for us to take the next step in improving the candidate experience. It’s time to HUMANIZE it.
This Ideabook will inspire you to humanize the candidate experience through new strategies and technologies that enable better communication and engagement.
Unlocking Value - Embrace Governance, Risk, and Compliance PracticesKelly Services
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A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must. Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink will provide guidelines and resources that will get put your process ahead of the pack. From understanding your needs to providing a positive candidate experience, we'll create a comprehensive and actionable process that will nurture candidates and eliminate bottlenecks! At a glance we will focus on:
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Are You Missing Out On Placements For No Good Reason? How Recruiters Blow it ...RecruiterMLS™
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UPSTART Live Spring Summit - The New, New ThingWorkforceNEXT
The New, New Thing: Latest Innovations in Recruiting and Workforce Management Solutions.
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This edition of the Quarterly Product Release Webinar explores LinkedIn Talent Insights Integration, Talent Hub, and Social Profiles, now in Recruiter.
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This survey identifies current challenges and best practices for hiring B2B salespeople.
Sales is the lifeblood of business. Although there have been many advances in sales and marketing automation, B2B sales success still depends heavily on people. Nothing will doom a sales leader faster than open territories, neglected accounts, bad hires and poor onboarding.
Sales leaders face incredible pressure to hire fast but also hire well. Achieving these seemingly opposing objectives is possible but requires effective sales hiring practices.
For this reason, we partnered with SellingPower® to survey gain insight into sales hiring problems and solutions. To this end, we surveyed not only sales leaders but also recruiters and sales reps to uncover perceptions, expectations and preferences.
For almost 20 years, ATS OnDemand has aided thousands of clients with their recruiting management. The industry experts at our applicant tracking system have analyzed hiring trends for 2018.
Recruiting has evolved due to technological innovations and candidate expectations and so should your measurement practices. From employer branding and recruitment marketing to social recruiting and sourcing, recruiting activity these days generates an immense amount of data. But gathering and analyzing this data is a full-time job – and recruiters already have their hands full with managing endless req loads, as well as the needs of candidates and hiring managers.
However, a growing number of organizations are leveraging insights derived from more robust analytics and measurement practices, and outperforming their peers. In this webinar, Will Staney, Founder and Principal Consultant at Proactive Talent Strategies, LLC and Kyle Lagunas, Founder and Principal Analyst at Lighthouse Research & Advisory will examine key practices emerging in data-driven recruiting, showcase their research, and spotlight examples of these practices at work today.
We’ll be covering the following topics:
The Evolution of Recruiting
Social media and consumer technologies have changed candidate expectations and the way we attract talent.
Defining Data-Driven Recruiting
What does “data-driven recruiting” mean?
Metrics, Measurement & Analysis
How are top talent leaders measuring the effectiveness of their talent attraction efforts? We’ll look at the research.
Cool Tools & Applications
Technology driving the industry forward that both
Unlocking Value - Embrace Governance, Risk, and Compliance PracticesKelly Services
As more and more direct business effort must be expended toward relationships with customers, as companies feel comfortable with the reach of technology and their need to manage more amounts of highly specific data, and as more companies struggle to satisfy the career and lifestyle priorities of workers, they have warmed to the idea of outsourcing mission-critical functions.
For market leaders who are obsessed with building more company value, outsourcing has actually become a key business strategy.
Building a Best-in-Class Recruiting FunctionRecruitDC
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must. Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink will provide guidelines and resources that will get put your process ahead of the pack. From understanding your needs to providing a positive candidate experience, we'll create a comprehensive and actionable process that will nurture candidates and eliminate bottlenecks! At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
Are You Missing Out On Placements For No Good Reason? How Recruiters Blow it ...RecruiterMLS™
This paper tackles the difficulties contingency recruiters face and how they often lose out on placements. It also addresses how to fill the gaps, and it points to one comprehensive solution that can tie up all the loose ends with an increase in overall efficiency.
UPSTART Live Spring Summit - The New, New ThingWorkforceNEXT
The New, New Thing: Latest Innovations in Recruiting and Workforce Management Solutions.
Presented By Ziv Eliraz, ZAO; Mark DeChant, Findly; David Lyon, RoundPegg; Tim Lambert, Jobvite; David Kent, Oilpro
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This edition of the Quarterly Product Release Webinar explores LinkedIn Talent Insights Integration, Talent Hub, and Social Profiles, now in Recruiter.
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Allison Macur, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
This survey identifies current challenges and best practices for hiring B2B salespeople.
Sales is the lifeblood of business. Although there have been many advances in sales and marketing automation, B2B sales success still depends heavily on people. Nothing will doom a sales leader faster than open territories, neglected accounts, bad hires and poor onboarding.
Sales leaders face incredible pressure to hire fast but also hire well. Achieving these seemingly opposing objectives is possible but requires effective sales hiring practices.
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For almost 20 years, ATS OnDemand has aided thousands of clients with their recruiting management. The industry experts at our applicant tracking system have analyzed hiring trends for 2018.
Recruiting has evolved due to technological innovations and candidate expectations and so should your measurement practices. From employer branding and recruitment marketing to social recruiting and sourcing, recruiting activity these days generates an immense amount of data. But gathering and analyzing this data is a full-time job – and recruiters already have their hands full with managing endless req loads, as well as the needs of candidates and hiring managers.
However, a growing number of organizations are leveraging insights derived from more robust analytics and measurement practices, and outperforming their peers. In this webinar, Will Staney, Founder and Principal Consultant at Proactive Talent Strategies, LLC and Kyle Lagunas, Founder and Principal Analyst at Lighthouse Research & Advisory will examine key practices emerging in data-driven recruiting, showcase their research, and spotlight examples of these practices at work today.
We’ll be covering the following topics:
The Evolution of Recruiting
Social media and consumer technologies have changed candidate expectations and the way we attract talent.
Defining Data-Driven Recruiting
What does “data-driven recruiting” mean?
Metrics, Measurement & Analysis
How are top talent leaders measuring the effectiveness of their talent attraction efforts? We’ll look at the research.
Cool Tools & Applications
Technology driving the industry forward that both
Lead Generation Campaigns:The Good, The Bad and The Ugly ClearEdge Marketing
In this deck we cover:
- Why Are Lead Generation Campaigns Important?
- What is a Lead Exactly?
The Good, The Bad and The Ugly for:
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- Sales Lead Gen Campaigns
- Internal Hiring Campaigns
Marketing within Recruitment - The Swiss Army Knife of Modern Day Recruitment...Colleague Software
The role of marketing throughout the contemporary recruitment landscape is evolving – and fast. Marketing professionals able to adapt to unfeasibly quick changes and lead strategies across a sector so domineeringly dynamic, really have become the Swiss Army knife of modern-day recruitment performance. Once it was the recruiter making all the business decisions: now this role is the domain of the marketer.
From employer branding to candidate attraction to content production to choosing the most suitable internal tech structure, today’s recruitment marketers are not only on the cusp of change, they are leading it. And the staffing sector is a better place for it: Slicker, exciting and undeniably more professional.
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• What is the point? How can modern marketers really help recruiters?
• Recruitment is a process – so how can you really differentiate?
• Harnessing the power of your audience
• How to create compelling content for LinkedIn that drives traffic
back to your website
• Content plans which don’t cause discontent
• The Big Brand Approach to Engaging Customers
• Behavioural Tricks for New Business Persuasion
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June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...
Recruitment analytical review ( hr crossroads)
1. Recruitment :- Relook from other
Aspects of Current Business
Scenario
Presented By:-
Satya Prakash Mohapatra
satyaprakash123mohapatra@gmail.com
11/23/2015 1
RECRUITMENT :- LESS KNOWN FACTS
...........
2. 5 PROBLEMS EVERY RECRUITMENT
COMPANY FACES TODAY
PART -A
11/23/2015 2
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3. 5 Problems Every Recruiting Company Faces
Today
• Finding the right candidates is a big challenge for
recruiting companies today. Your clients need
skilled, focused workers, and these people aren't
always easy to find. This is especially true with
the increased demand for contract workers. The
year 2014 has seen higher numbers in contract
staffing than we have seen in many years.
Recruiting companies can overcome this problem
by stepping up their networking and advertising,
especially through social media.
11/23/2015 3
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4. • 2. Candidate Competition
When that perfect candidate is found, you want
exclusive rights to present them to your client but what
if they are registered with your competition as well and
have applied directly to available positions too? In
today’s candidates market it’s important to offer more
than other staffing firms and even more than the client
can get on their own. Background checks, testing,
references as well as a thorough interview process can
put you far and above your competition as well as offer
your client a fully vetted candidate right from the get
go.
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5. • 3. Speed
The business world moves much faster today than it has in
the past, and a recruiting company that can't keep up will
surely be left behind. Indecisive managers are one of the
biggest reasons that transactions are slowed down. Any
delays in hiring could derail your chances of placing a
sought after candidate in a position. Training your recruiters
to act decisively and quickly is one thing, but coaching your
client to move quickly with the interview and hiring process
is another. In today’s market, great candidates can have
multiple interviews and offers on the table. If your client
moves too slowly, they could miss a great new hire and you
could miss your commission.
11/23/2015 5
RECRUITMENT :- LESS KNOWN FACTS
...........
6. • 4. Antiquated Search Tools
Numbers talk, and if your search tools are antiquated
and of little value to your clients, you will find your
recruiting company falling behind. Ensuring that job
orders can post quickly and potential candidates are
easily found across the web is crucial to you keeping up
with your competition. If you are not familiar with the
various social media sites where candidates gather, get
familiar with them or hire someone in the know. Good
people are hard to find, but are almost impossible to
find if your technology doesn’t allow you to utilize the
web.
11/23/2015 6
RECRUITMENT :- LESS KNOWN FACTS
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7. • 5. An Influx of Ineffective Recruiters
Contract staffing is big business and has seen incredible
growth in 2014 with expectations of further growth in the
upcoming year. As the staffing industry grows, the
temptation to become a recruiter to profit from this growth
is great. Those that have no recruitment experience may
have some success as companies further their reach for
partners that can help them find their next great hire, but
that success may just be a stroke of luck. As a business
owner or an independent recruiter, it’s important that you
sell your experience and dedication in the industry to your
client. Independent staffing firms have much more invested
in the success of their agency than multinationals who
often have a revolving door of recruiters.
11/23/2015 7
RECRUITMENT :- LESS KNOWN FACTS
...........
8. SOCIAL MEDIA VS. JOB BOARD :-
FUTURE OF RECRUITING ( ARTICLE
ILLUSTRATION)
PART-B
11/23/2015 8
RECRUITMENT :- LESS KNOWN FACTS
...........
9. Brainstorming Time...
• Social Media :- The key to recruiting in 21st
Century
• Question arises :- Whether or not recruiters
should be focusing their efforts on social
media rather than traditional Job Boards ???
LET’S HAVE A
11/23/2015 9
RECRUITMENT :- LESS KNOWN FACTS
...........
11. Findings:-
• More professional features and job board
functionality make LinkedIn the more
preferred choice for social recruiting.
• Very Similar to Traditional Job Boards
• But gives more insight about the prolific
candidate’s interests and views based on
groups they join , articles they read or even
articles they may write.
11/23/2015 11
RECRUITMENT :- LESS KNOWN FACTS
...........
12. Survey by Jobvite:-
• 73% of recruiters have hired candidates from
social media
• 79% of those candidates came from LinkedIn
• 93% of recruiters said they review a
candidate's social profile before making a
decision to hire.
• Social media plays an important role in the
way recruiters are adapting their methods.
11/23/2015 12
RECRUITMENT :- LESS KNOWN FACTS
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13. • Facts :-
i. Social recruiting delivers concrete and
quality results.
ii. Current Business is focusing more on result
oriented approach ( Time span is short)
iii. More focus on ROI from SHRM point of View
iv. HR is now looking more as strategic support
function not as a thankless traditional job
function.
11/23/2015 13
RECRUITMENT :- LESS KNOWN FACTS
...........
14. Study conducted by Software Advice(
HR Technology Review Company)
11/23/2015 14
RECRUITMENT :- LESS KNOWN FACTS
...........
15. Findings:-
Since implementing social recruiting, the
following metrics have improved:
• Quality of candidates - 44%
• Quantity of candidates - 44%
• Time-to-Hire - 34%
• Employee referrals - 30%
11/23/2015 15
RECRUITMENT :- LESS KNOWN FACTS
...........
16. Then What about Job Board ??
• Job boards such as CareerBuilder, Indeed and
Monster are still a huge part of a successful
recruiting strategy.
• According to Software Advice’s Study :-
The highest quality candidates in entry level
positions come first from Indeed followed by
CareerBuilder & Craigslist
For more senior level positions, LinkedIn and
Indeed are the most prominent sources for high
quality candidates, with CareerBuilder and
Monster following closely behind.
11/23/2015 16
RECRUITMENT :- LESS KNOWN FACTS
...........
17. Never Choose One way of Recruiting
Strategy over Others ...
• It should be a healthy mix of both depending on
the types of roles you are hiring for, or even the
industry that you are in. While these studies
provide benchmarks on what works for the
majority of the market, it may differ for your
organization because of factors unique to your
needs. The best solution is to keep track where
you are spending your budget, which sources are
providing the most candidates, the best
candidates, etc. These metrics should lay the
foundation for your recruiting strategy going
forward. Once again, it's all about the metrics!
11/23/2015 17
RECRUITMENT :- LESS KNOWN FACTS
...........
18. ALL ABOUT JOB BOARD ( ARTICLE
REVIEW)
PART- C
11/23/2015 18
RECRUITMENT :- LESS KNOWN FACTS
...........
19. Which job Boards are most useful for
applicants ?
• According to Undercover Recruiter :-
Both Indeed and Monster produce more candidates that
do not have any college education than CareerBuilder.
CareerBuilder also features more candidates that have
college degrees, some from an accredited online
college.
Indeed and Monster both cater to teenagers, temporary
job seekers, those with only high school education and
those who are fresh out of college, while CareerBuilder
does not include these candidates.
11/23/2015 19
RECRUITMENT :- LESS KNOWN FACTS
...........
20. • Indeed is the most all inclusive job posting
board. It includes contract positions, work-at-
home jobs, summer jobs, and even volunteer
work. Employers offering any of these types of
position are more likely to use Indeed.
• Monster produces fewer candidates without
college education and more with degrees than
Indeed, although CareerBuilder still has the
others beat in this aspect.
11/23/2015 20
RECRUITMENT :- LESS KNOWN FACTS
...........
21. Which is Best ?
• Employers posting more serious positions that
require qualified candidates often choose to
use CareerBuilder.
• Although CareerBuilder is more expensive for
employers, it also weeds out some of the less
serious applicants. High-scale employers don’t
want to be bombarded with applications from
unqualified candidates.
11/23/2015 21
RECRUITMENT :- LESS KNOWN FACTS
...........
22. • Employers hiring for entry-level positions are
likely to use Monster because Monster
receives more traffic than Indeed and lets
employers filter and manage applications.
• Of all the sites, Indeed is the cheapest for
employers to use and allows for unlimited
posts, so companies who have a high
turnaround rate for employees are more likely
to use Indeed.
11/23/2015 22
RECRUITMENT :- LESS KNOWN FACTS
...........
23. Specialized Job Boards
• Employers that are hiring sometimes use
specialized job boards before they resort to
posting the job on major job boards.
• This is because on small-scale sites, they’re
more likely to pull in qualified candidates with
experience and true interest in the field of
work, while on major sites, thousands of
candidates are likely to apply to every job
available.
11/23/2015 23
RECRUITMENT :- LESS KNOWN FACTS
...........
24. Examples of Specialized Job Boards
• Health E Careers and Medical Workers posts jobs
in the medical field from physicians, nursing,
pharmaceutical, and more.
• Law Jobs posts attorney, paralegal, and other
legal jobs.
• PR Week Jobs posts everything public relations.
• Commarts and Craig’s List are popular for creative
job postings like graphic design, writing, etc.
11/23/2015 24
RECRUITMENT :- LESS KNOWN FACTS
...........