It’s tough to do three jobs all at once, and the three jobs I’m talking about are planning, research, and recruiting. However, for many of us, that is exactly what we try to do. That’s why it’s absolutely critical to avoid time wasters. If we try to do all three,
The recruiting profession is blessed with a number of tools for finding and attracting quality candidates. The Internet, our telephones, and job fairs are just a few of the avenues we have to connect with people in today’s marketplace. What all of these have in common is that they put
Video interviewing keeps getting more popular, and you’d better believe that the COVID-19 pandemic has had something to do with that rising popularity. Employers that still want to hire also want to observe the social distancing measures recommended by the Center for Disease Control. Sure, you can also practice social
When you make a candidate presentation to a client via email, you most likely include an introduction and some of your notes to entice your client. These might be the same notes you use for that candidate if you’re making a MPC (Most Placeable Candidate) marketing call. It takes time
If there was ever a profession that involved strategy, it’s recruiting. Recruiting strategies are essential to success, there are no two ways about it. But before we kick into high gear, let’s set the stage with a definition. Because clearly defining the parameters is almost always a prerequisite for success.
You’ve used your ATS recruitment software to match qualified candidates with your client’s job orders, but that’s just the beginning. For most practitioners in our industry, the purpose of candidate prep with a client is to improve their interviewing skills, provide information on the company and position, and to increase the likelihood
Knowing how to close a candidate in recruitment is difficult enough, but when it’s a candidates’ market? That can be a special kind of headache. The reasons for this difficulty in closing candidates are numerous. They include the following: Passive, A-level candidates are typically interviewing with more than one company. As
Okay, so we’ve addressed popular recruitment marketing strategies for search consultants and effective job advertising methods for headhunters. So it was probably only a matter of time before we also addressed the most effective candidate sourcing techniques and tools for recruiters. When it comes to advertising jobs on the Internet
Okay, so we have recruitment marketing and recruitment advertisement (or recruitment advertising). Although they sound like they might be the same thing, there is a difference between the two. What exactly is that difference? Recruitment marketing involves gaining more exposure for the services of a search consultant, recruiter, or headhunter.
Finding qualified candidates can be difficult, especially if you are recruiting for a hard-to-place industry like healthcare or engineering. And even when you find them, there’s no guarantee they will accept the job offer. To sweeten the job offer and encourage a candidate to accept, you might convince your client
