What really brings a return in recruiting? What actually leads to better hires, more employment opportunities met and the development of well-functioning teams? Revitalization. Here are some new tips and ideas to keep the passion of your job going strong.
Have you struggled to find what’s really holding your recruitment efforts back? Knowing there’s an inefficiency is one thing, but feeling completely alone in fixing it is another. These metrics are used by recruiters who know what they’re doing and you can use them in your recruitment processes today!
That’s why we’re here to help! We’ve located the most important recruitment metrics you may not have considered yet. Maximize your recruitment efficiency with these power metrics and learn where and how to calculate them with our SlideShare and bonus content!
We’re coming upon the time of the year where the air is getting a bit crisper, leaves are changing colors and everyone’s scheduling their fantasy football drafts. If you know recruiting, you know the hiring landscape is competitive, both on the football field and in employment.
Like fantasy football, no matter what number pick you land, there will always be a missed opportunity once the season ends. Thankfully, in the land of talent acquisition, it doesn’t have to be a wait and see situation. With the right competitive hiring approach, you’ll be getting your first draft pick, every time. You don’t need a huge recruitment budget, you just need a winning recruitment strategy.
At Beyond, our primary goal is to help you find and hire the best people for your business. That’s what our team is here for. But, outside of helping businesses of all sizes meet their hiring goals, I am also passionate about mentoring entrepreneurs and helping businesses succeed in all areas. This post is a bit different from the others you typically read on Employment Metrix, but my hope is that by sharing some of my learnings over the course of 18+ years of growing Beyond as a company, you will be able to take your budding business to the next level.
With the 2016 Summer Olympics kicking off this Friday evening, we’ve been reminiscing about past Olympics and wondering what incredible stories will come out of this year’s games. And then (because we can’t help ourselves) we started thinking about how Olympians actually have a lot to teach us about navigating our own careers.
Check out our latest post over on The Confident Career for 3 Career Lessons from Olympians.
But sorry, it doesn't include a secret tip for shaving :30 off your time to hire.
Employers are realizing that putting total control of retirement decisions in the hands of their employees was a bad idea. Older employees are delaying retirement due to underfunding of their retirement portfolios and market volatility. The end results are increased healthcare costs for companies to support an aging employee population and decreased upward mobility for younger employees. Many employers have taken steps to solve the underfunding problem for future generations of retirees through auto-enrollment and auto-escalation in defined contribution plans. However, they have been unable to solve a continually nagging problem. How do they retain their millennial employees?
Human Resources leaders now have a new secret weapon for solving the millennial employee retention issue. The $1.2 trillion of outstanding student debt new hires are facing. According to a recent article publishing in the Wall Street Journal, 70% of seniors took out loans for their education and are carrying an average of over $37,000 in student debt. More and more companies such as Fidelity, PricewaterhouseCoopers, and SunTrust are launching employee debt assistance programs, in response to the record amount of student debt new employees will have accrued by the time they enter the workforce.
If you’re looking to make a change in the way your company operates, maybe you need to change your hiring process. Seek out the job seekers that are doing creative things to get noticed. Their fresh ideas likely don’t end once they accept your job offer. They’ll bring innovative, out of the box ideas to the job, so go ahead and respond to that girl who sent over a box of candy bars wrapped in her resume, or call the guy who announced that he’s searching for a job on a billboard. Take the risk and soak in the reward.
As a recruiter we know you spend countless hours sitting in front of a screen with what seems like a thousand tabs up, scouring the internet for the perfect candidate. But sometimes, you need to do something different. And who knows it could pay off big.
We often hear from job seekers who are frustrated with traditional job search tactics and feel the need to take the road less traveled to stand out. We’ve heard about a lot of interesting gimmicks, like the girl who wanted to work at Airbnb so she built a webpage to highlight her resume to mimic an Airbnb posting, or someone else who created wrappers for chocolate bars with her resume in place of the nutrition label, or Daniel Seibert who just this week put up a billboard to advertise that he is looking for a career.
Bad news. It seems to be everywhere these days. At home and abroad, there are no shortage of scary, horrifying, discouraging stories.
With all this negativity swirling around, it’s easy to get distracted and have trouble focusing on everyday things – like your job. Even if you’re the most passionate recruiter around, hiring the right person might seem sort of inconsequential compared with the big, bad problems facing the world.
However, that couldn’t be further from the truth. As the saying goes, if you want things to change, you have to start in your own backyard.
So here are 3 ways to focus on recruiting in a world gone mad, and maybe even make a difference in the process.
While their fellow Millennials have been in the workforce for some time, younger Millennials are just graduating college and beginning their careers right now. So, what are they looking for in a job? It’s easy if you just put yourself in their shoes.