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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Because of today’s candidate-centric job market, organizations now face steeper challenges when it comes to recruiting. One of the biggest obstacles recruiters face when it comes to reaching top talent? Breaking through all of the online noise to grab job seekers’ attention.
In this post you’ll find nine processes, tools, and technologies that will help recruitment professionals like you understand how to recruit talented employees despite the increased competition for applicants and attention.
Have you ever taken time to quantify the costs involved with recruiting a new employee? If you’ve never actually tracked the time, dollars, and resources required for finding a single, new employee, you likely only have a very vague, incomplete idea of the actual costs.
Ignorance is bliss, right? Maybe. However, knowledge is power. Instead of continuing to cruise along looking at your recruitment process through rose-colored glasses, let’s dig into the direct and indirect costs of this vital function.
If you use social media to screen applicants, you’re not alone. The Harris Poll conducted a national survey of hiring managers and HR professionals on behalf of CareerBuilder during the spring of 2018. The study revealed that 70 percent of employers now use social media sites to research applicants during the recruiting process.
Maybe you’re wondering why that number isn’t higher? After all, we live in an increasingly connected world where more and more people have social media accounts. Why not take advantage of that free peek into the personalities and characteristics of would-be employees?
Social media screening has rewards, but it also carries risks. In this post, we’ll break down the pros and cons of using social media screening when hiring. Let’s get started!
Does your company have any contracts with the federal government or plan to become a federal contractor in the future? If so, you should familiarize yourself with the rules and regulations of the Office of Federal Contract and Compliance Programs (OFCCP) to ensure you’re up to date on recruiting best practices.
The OFCCP’s mission is to ensure that federal government contractors and subcontractors comply with legal obligations to take affirmative action and prevent discrimination. Sounds simple, right? Yes, but there are specific details you need to be aware of so that you are fully compliant.
Let’s take a look at the OFCCP rules and regulations and how they may apply to your organization’s recruitment efforts.