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Recruiting is changing at a rapid pace. Some organizations are abandoning traditional methods for social media; some think software can do a better job than people.
In parts one and two of this article series, we’ve highlighted the basics of using your free LinkedIn® account to recruit top talent. Today’s focus will be on communicating with candidates after you’ve completed your LinkedIn search.
In our digital economy, opportunity should only be a few clicks away regardless of where candidates live. What’s more, that kind of flexibility is exactly what today’s tech-savvy workforce seeks, with reports showing that the most desired nonmonetary benefit for workers is a flexible schedule (51%). While this is something that businesses are beginning to […]
As we know, jobseekers are looking to work for companies that offer a positive workplace culture, or one that aligns with the jobseekers’ beliefs. For companies that offer employees equal pay, it helps boost the overall brand and can result in a better workplace culture.
Yesterday’s post covered the benefits of hiring veterans, as well as information about how to better recruit veterans. Below is more information about how to hire and retain veterans.
When you’re interviewing new marketing professionals, make sure they have these skill sets.
A focus on individual experience as a primary means of determining the right candidate might just be a big mistake.
In yesterday’s article, we’ve already established what it takes to lure in candidates with an amazing LinkedIn® recruiter profile. Today we’ll uncover how to search for potential candidates using the free search function in LinkedIn.
When considering whether or not to stay with their current employer or look for a new job, 73% of respondents say the flexibility an employer offers aids in their decision.
We’re currently experiencing one of the lowest unemployment rates for veterans in the United States since the Great Recession of the early 2000s, at 3.7%. However, veterans are still extremely underemployed, meaning that they’re not applying for or acquiring jobs that truly meet their experiences, strengths, skill sets, and capabilities.
Although 60% of CEOs think that their employer brand lies solely with them, research also indicates that 69% of job applicants are more likely to apply to a job for employers that actively manage their employer brands. So, recruiters should be heavily involved with creating and managing their employer brand, too.