In today's world, there are many different hiring practices. There are full-time workers, part-time workers, contract workers who freelance, contract-to-hire and so on. With contract hiring websites such as Jobble and Upwork, some positions can easily be filled...
The Applicant Manager Blog
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Overflowing email inboxes. Manual job postings. Multiple jobs on tons of job boards. Sorting resumes. Screening applicants.
We live in a world of overload…too many emails, too much work, too many priorities, too many interruptions. It’s getting harder and harder to get through the day feeling like you’ve made forward progress. Few professionals can appreciate this more than those responsible for recruiting and hiring.
Recruiters, hiring managers, and anyone else in involved with recruiting – does this nightmare sound familiar?
Imagine an overflowing email inbox, a stack of resumes ten inches high sitting on your desk, calls to make and a long list of things to do. Where do you start? You spent last week manually posting ten different urgent job postings on the internet; now you have to sort, vet, screen, interview, and hire the applicants while you do everything else that you’re responsible for.
How are you realistically going to stay on top of all of this?
We hear about company culture quite a bit. Open concept offices, flexible hours, on-site gyms and a casual dress code. These influence a culture, but at the end of the day, how are we truly defining company culture?
A culture is the values and practices shared by the members that make up the culture. Company culture is the values and practices shared by the members, or employees, of a company. When we’re speaking about values, or as some organizations refer to them – core values, it’s important to remember that these values are the key to shaping the culture of a company. When a company knows exactly what their values are, their culture is defined, and the organization is in a position to clearly outline their goals.
Hiring talent can be difficult and tedious. After all, it was easy, then everybody would be doing it . . . and they would be doing it correctly. But of course, that is not the case.
And hiring during the COVID-19 pandemic, during these recessionary economic conditions, is even more difficult. That’s because, depending upon the industry in which you operate, you may receive a flood of resumes and applications from interested job seekers whose enthusiasm for your jobs are amplified by the fact that they currently do not have one.
There is no doubt that we live in the Digital Age. It’s all around us, everywhere, and the COVID-19 pandemic has only put more of an emphasis on technology.
This is especially the case in the professional world and the employment marketplace. We’re all social distancing, of course, and some of us work from home on a daily basis. This means plenty of online meetings instead of being face-to-face.
Throughout the years, several popular interview questions have surfaced as the “most common”, many of which are regularly used by companies and businesses to assess whether or not a candidate is right for the job.
It’s easy to default to these popular questions we’ve always used because they’ve been around for years, and they’re what everyone expects and for which they prepare.
It’s one of the oldest dilemmas in business: everyone worth hiring is already working for somebody else.
Consequently, to get at top-notch talent (even during a recession), you’re going to have to do more than throw up a banal job posting on the job boards. This is where passive recruiting comes into play.
Great talent isn’t just sitting around actively searching for new jobs. They’re too busy contributing to the goals of their current employer. To reach them, you have to entice their interest through channels where you know they can be reached. Not only that, but you must also have an efficient way to keep track of a large pool of candidates at different steps in the recruitment process in a single applicant management system or pipeline.
It’s never a good time to have a slow recruitment process and/or a slow hiring process as an employer or organization.
It’s bad during a candidate-driven market, like the one we were experiencing up until recently. And it’s bad during a down market, like the one we’re currently experiencing.
Speed is essential in the recruitment and hiring process . . . always. That’s because speed is how you’re able to find, recruit, and hire the best job candidates in the marketplace. (And remember, just because we’re in the midst of a pandemic and quite possibly a recession does NOT mean that the best candidates have simply disappeared. They’re still out there, waiting for you to find them.)
In today’s environment, your organization’s careers page has to be mobile-friendly in order to attract the talent that you want to hire. Mobile technology and usage has been growing at a steady rate for the last several years (ever since the advent and release of the smartphone), and it has been affecting every area of people’s lives.