Hiring is hard, but it doesn’t have to be. If you can identify the flaws in your recruiting process, you can make the necessary changes to fix them. By attracting the right candidates, screening them properly, conducting effective interviews, doing enough reference checks, and following up with candidates after the interview, you can find the best employees for your company. What are the flaws in your process and how do you plan to fix them? Continue reading 5 Signs Your Recruiting Process is Broken
Employers are often tempted to equate “retention rate” with “turnover rate”, yet there is a distinct difference. The retention rate, or stability index, deals specifically with the employees that stay and works in tandem with turnover rates to provide an all-encompassing view of employee movement. Calculating either metric alone only tells part of the story; … Continue reading Employee Retention- Why recruiters should be focused on this metric
As we look ahead to the next few months in recruiting, it’s evident that our industry is undergoing a drastic transformation. AI and data analytics are playing an increasingly vital role in identifying talent and improving decision-making, while new forms of social media have become invaluable recruitment resources. The challenge lies in learning how to best employ these new tools while developing effective strategies to win the war for quality talent. The changing role of recruiters calls for innovative approaches to hiring, enabling them to stand out as key drivers of corporate success. Continue reading Here’s what to expect in recruiting in 2023
I will most likely create chaos by being one of the few Talent Leaders who despise time to fill as a key metric of your recruiting organization’s health and efficiency. In case you didn’t know, time to fill is a metric used in recruiting that measures the amount of time it takes for an employer … Continue reading Time to Fill is Stupid- There I said it!
As the year 2021 commenced, expectations that job quitting would decline were high – and it did. Nevertheless, any hope of attaining pre-pandemic levels has since dissipated; Indeed’s recent data shows that job resignations are still higher than many employers desire. Though not as elevated as in late 2020, quit rates remain above prior pandemic … Continue reading US Quit Rates: They’ve fallen but still historically high
Interviews. The necessary evil of the recruiting process. There were times when a candidate could expect a maximum three interviews before receiving a job offer. Unfortunately, it seems like the number of interviews expected has doubled in most cases, even for the most entry-level positions. I think there is a fine line between appropriate and … Continue reading Interviews- How much is too much?
As the job market continues to evolve, so do the recruitment trends for 2023. In order to stay ahead of the competition, employers need to remain up-to-date on the latest strategies and tactics for attracting top talent. Keeping an eye on emerging trends in recruitment can help you anticipate changes in the industry and give … Continue reading Top Recruiting Trends to Watch in 2023
In 2008, 65,000 tech employees lost their jobs; this number was mirrored in 2009 according to Challenger, Gray & Christmas only global outplacement and career transitioning firm. By comparison, 965 tech companies laid off more than 150,000 employees this year globally, surpassing the Great Recession levels of 2008-2009. Notable tech companies, such as Amazon, Twitter, … Continue reading Economist believe tech layoffs to surpass Great Recession
As the employees at Shopify returned to work on Tuesday morning after their holiday break, they were welcomed with a wonderful surprise: all meetings that had three or more people involved each time would be cancelled for two weeks! It was an effortless way of reducing everyone’s calendars and giving them some relief in the … Continue reading How Shopify’s Focus on Productivity Created a “Meeting Elimination” Policy
I realize that one of the core functions of HR is to mitigate risk. It is a CORE function but it is not the ONLY function. Too many companies spend so many resources and money managing out poor or misaligned talent and mitigating risk but if they were to put more emphasis and resources on how employees enter the company, they could see a number of benefits. Continue reading Stop Laying Off Recruiters First!