There are a number of reasons why you, as a hiring manager or HR manager, should strive to possess the characteristics, traits, or qualities of a good interviewer. First, when you’re a good interviewer, it brands your organization in a positive way. And employer...
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We’ve discussed the importance of the candidate experience before, in regards to what a company or organization provides during the hiring process. One of the keys to providing a great experience is quality communication with those candidates.
When you provide a great candidate experience, you enhance your employer brand. When you enhance your employer brand, you move one step closer to becoming an employer of choice. When you become an employer of choice, it becomes easier to successfully recruit and hire top talent in the marketplace.
During the past several years, employer branding has become increasingly important within the employment marketplace, especially for those organizations looking to hire to fill critical positions.
This was especially the case during the recent candidate-driven market. However, since job candidates are no longer driving the market, has employer branding become less important?
In a word, no.
There’s no doubt that small businesses have “taken it on the chin” during the COVID-19 pandemic, which has proven to have dire economic and financial consequences. As a result, it’s more important than ever for small businesses to make wise choices, especially in regards to the money they spend on investments such as talent management software.
While it’s true that some companies have chosen to pause their hiring efforts for the time being, that’s not the case for every employer. There are many that are still in the process of recruiting and hiring top talent for their organization. And even those that have decided to hit the “pause button” still need to manage the talent they already have—in other words, their current employees.
The COVID-19 pandemic has transformed the employment marketplace, and one area which it has definitely impacted is that of the interviewing of candidates.
When states across the country first started implementing lockdowns, in-person interviewing was, for all intents and purposes, impossible. However, that didn’t mean employers didn’t still have hiring needs. Of course they did. What it did mean is that employers now faced a greater challenge in their pursuit of top candidates for their open positions.
Video interviewing to the rescue! read more…
We’re not just talking about artificial intelligence (AI) anymore; it’s now being utilized in almost every industry, and recruiting is no exception. In fact, AI in recruitment has really been dominating the recruiting technology space, specifically because of its ability to do two very important things: eliminate bias and identify top talent quickly and easily. read more…
It can be tempting to rush the hiring process in the interest of having a position filled as quickly as possible. However, to make the hiring process truly efficient, which in the end will ensure that it is filled quickly, take the time required to establish an efficient hiring process before you have any openings at all. read more…
How much of the sourcing, interview, and hiring process are you leaving to chance? Ironically, corporate production is a numbers game, but many times the recruiting process runs more on gut feel than a standardized process.
All recruiting is not equal. Corporate recruiting is different from the process of sourcing and hiring in the nonprofit sector. Nonprofit recruitment is more challenging and differs from for-profit efforts to find talent in three key ways. Here’s why nonprofit recruiting can be so difficult, and how hiring teams can improve their chances of success.
If you’ve newly entered the world of being a federal contractor, you may be less familiar with some of the requirements related to recruiting. No doubt you’ve already had a handle on the rules of the Equal Employment Opportunity Commission (EEOC) for a while, but now it’s important to clearly understand the rulings of the Office of Federal Contract and Compliance Programs (OFCCP) as well.