The Candidate Persona: How to attract the right candidates
Employers often give little thought to what applicants are really interested in, what they expect or even what puts them off. Or what effect a clear idea of the ideal candidate has on their recruitment success. But the candidate personas should be top of mind when creating social recruitment messages, reaching out in emails and creating job advertisements.
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Employer Branding - For small- and medium-sized companies too?
Medium-sized employers need to do more in promoting themselves. According to a recent survey, skills shortages are being exacerbated by systematic shortcomings in employer marketing. But this is just where the opportunities in the competition for top talent are to be found.
Skill shortages are weighing heavily on Europe as a business location. That is why employer branding is becoming increasingly important, particularly for medium-sized companies.
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The Ideal Recruitment Workflow: find the best candidates - and save time
Small and medium-sized companies in particular are having to cope with ever higher levels of staff turnover. This not only results in higher costs for the employer, but can lower staff morale within teams as well. Above all it means increasing pressure on HR departments. In this situation it is not only necessary to provide a replacement as soon as possible, but also to ensure that the new employee remains loyal to the company for as long as possible.
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Employer branding is teamwork: 5 ways for successful cooperation with marketing
Well designed recruitment campaigns in HR are now equally as important as advertising campaigns in marketing. There are also valuable synergies between HR and marketing in respect of employer branding. We explain how you can benefit from them here:
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Less is more: Tips for a good application process
Many companies seek to use their online application process to pre-screen the most suitable candidates. There is a fallacy that only the best and most committed applicants will complete a lengthy multi-step application process. But in the current job market, you can not only assume that these candidates will receive several job offers; the good ones are also often already spoken for: 70 percent of permanent employees are looking for a new challenge
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HR Glossary: Headhunter
The term headhunter mostly refers to recruiters or HR consultants, who recruit professional staff and managers for companies – either as permanent employees or as freelancers. Placement through a headhunter is free of charge for the applicant. In the event of a successful placement, the headhunter receives a significant commission from the employing company.
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How to make use of the Candidate Journey in Recruiting
Learning more about why your candidates stick with your process or leave it can produce great results. While candidate journeys get more complex, companies need to give themselves the best chance to connect and nurture candidates.
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CareerBuilder at the In-House Recruitment Expo: Unlocking the Secrets of Successful Talent Acquisition
Spin back 20+ years and the role of in-house recruiter probably didn’t exist in most companies. Vacancies were likely to be routed through personnel and it was usually left to a junior member of that team to call third party agencies and register the hiring need, or to find the cheapest media deal and book an advert in the local, national or trade press. CVs and covering letters would have arrived by post
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How HR Tech can make small businesses big
I am a big believer that small business HR teams can do nearly everything that large business HR teams can do. The trick to emulating their larger counterparts rests in doing a few different things differently.
First, a small business must be able to scale. There are plenty of examples of what big businesses are doing with large recruiting budgets to attract talent.
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5 tips to fix common HR headaches
Talent is key to a successful business. While organisations rely on HR to attract and retain the best talent out there, most HR departments have limited resources and limited time in their hands.
High stakes and not a lot to work with – that’s a recipe for a real headache.
Sounds familiar? Here is the good news, you’re not alone. The majority of HR professionals face similar challenges.
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