Turn potential candidates into your number one fans
If you’ve ever known the pain of waiting for a certain phone call, email, text message or Tweet that just…never…comes (sad face emoticon), then you know the pain job candidates go through every time you go M.I.A. after the initial contact or interview.
Maybe you’re simply trying to avoid an awkward conversation, or perhaps you just haven’t made a decision yet – however innocent the reason
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Give the candidates what they want: How to create a better hiring experience
Today’s jobseekers are more savvy and sophisticated than ever before. CareerBuilder’s 2015 UK Candidate Behaviour Study gives a behind-the-scenes look into the differences between what candidates expect from potential employers during the job application process and what employers actually deliver.
The technology and resources at their fingertips allow them to practice due diligence before applying for jobs.
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Candidate sourcing & screening: how to save time and money
If you’ve ever wondered what the ideal candidate sourcing and screening process looks like, you’re not alone. Some of our executives have spent sleepless nights pondering and researching that very question so you don’t have to play a guessing game any more.
As part of CareerBuilder’s “HR Connect” monthly webinar series, Keith Hadley — practice leader, employment branding at CareerBuilder — and Bryan Fydryck —
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Writing job ads that stand out from the crowd
Attracting and retaining top talent is a priority for any company but with many industries facing skills shortages, finding the right person for the job, first time round, can be critical.
Hiring the best candidate starts with writing a great job ad. Yet many employers oversell the role, give only a vague job description or list too many competencies. To attract top talent, here’s what to include, leave out, and how to make your ad stand out from the crowd.
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