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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7 habits of highly successful recruiters
A recruiter’s job is not an easy one. Between working with both clients and candidates to set expectations, understand their needs and match the right people with the right opportunities, recruiters must be agile, resourceful, patient and – not least of all – able to work well under pressure. It’s a wonder how some recruiters have enough time in the day to meet these challenges and make it home in time to watch
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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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6 ways to recruit top technology talent
Demand for the best tech talent is hotter than ever. Nearly 44% of UK technology firms plan to hire staff this year and the sector enjoyed the biggest growth in business activity for almost a decade at the end of 2013, according to the KPMG/Markit Tech Monitor UK Report.
As you might imagine, the skills shortage is leading employers to come up with ever more inventive ways of attracting the best talent. If you’re looking for your next top hire, here are
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Are you overlooking great candidates?
When your inbox is overflowing with applicants it can be tempting to look for easy ways to filter them out. The long-term unemployed, over-qualified, ex-military and those who don’t have experience in your business sector or need flexible working are all likely to go in the ‘Rejected’ folder.
But don’t look for a quick fix just because it’s easy. ‘Turn over a stone and you might find a treasure,’ says Dianah Worman, Public Policy Adviser, Diversity at
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