Thanks to technology, the ability to work with people ANYWHERE in the world is now truly a reality. So, if a company in the United States wants to hire people who live in Sweden, Japan, and New Zealand for example, it is now easier than ever before to connect with those candidates and hire them.
As a recruiter, you've tried the job boards and you've purchased some email campaigns, but you're still not getting the volume of response you need to fill those open jobs. Now might be the time to consider adding text messaging as a new platform to complement your existing arsenal of recruitment-advertising channels.
Text messaging is rapidly becoming an integral part of the recruitment process. A growing number of HR departments and recruiters see this means of communicating with potential job candidates as a successful channel for acquiring and onboarding new talent.
Most people spend each day with their smartphone devices within easy reach. A recent TIME Mobility Poll finds 84 percent of respondents couldn't go a single day without their mobile device. It's no surprise that texting has become the preferred communication medium of choice for a large portion of the population. As people are always on the go, texting offers a more immediate means of getting a response than a phone call. In fact, the International Smartphone Mobility Report shows Americans spend about 26 minutes a day texting, compared to only six minutes a day on voice calls.
Texting as a Recruiting Tool
...read the full story at recruitingtrends.
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We have now entered the time of year when most NFL teams’ seasons have ended and coaches are getting fired and hired. I couldn’t help but think, about how public this job search process is for them. True, it’s on a level that most of us will never encounter as these people’s successes and failures are analyzed to death week after week on ESPN, but it got me thinking—in the real world, if you knew someone’s failures at work so intimately, would you want him on your team, let alone running it?
With that being said maybe it’s time we embrace the failures of job candidates and give them the benefit of the doubt that maybe their last opportunity was actually a learning experience.
Plus, do you really want to hire someone that’s perfect? When a candidate tells you their biggest weakness is that they’re a perfectionist, do you even buy that line anymore? Here are 5 reasons why hiring a perfectionist is not actually a great move.
We often talk to recruiters and ask them in which industries they’re having challenges hiring and what it comes down to is they have challenges because they’re limiting their hires to just the United States. And sometimes going outside of the US could be the answer.
We understand that hiring workers around the world sounds overwhelming, but hiring workers around the world might make all the difference for your recruitment program. And recruiters in the United States are not alone; we recently asked the top job boards across the globe to tell us what their biggest hiring challenges are. This [INFOGRAPHIC] is a look at global hiring trends from around the world.
HR Technology isn’t a luxury, but companies often think it is. Small companies, especially, may be tempted to forego the expense of using a third-party system to handle recruiting and HR functions and do it themselves. But as HR tech continues to evolve, more small businesses are adopting it. This year, 60% of small businesses plan to invest in HR technology — a rate 7% higher than large businesses.
Beyond's VP of Talent Solutions, Joe Stubblebine wrote this insightful article for Strategic HR Review on what's in store for the recruitment industry as more and more talent acquisition tools become automated.
[Excerpted from Strategic HR Review]
Companies spend an estimated $7 billion a year globally in recruitment advertising. It is a huge business, and employers have lots of options when it comes to spending money to attract talent.
Since June 1836, when the French newspaper La Presse began offering paid advertisements, human resources professionals have had the difficult task of making job advertisement purchasing decisions in a vacuum. When print advertising was in full swing, companies would spend tens of thousands of dollars on full-color print advertisements, encouraging prospective employees to mail in a resume for consideration. No metrics, no tracking – advertisements were purchased based on gut instinct.
We often hear from job seekers that they are constantly getting conflicting job search advice and given that there are tons of resources out there, we’re not surprised. One of the most common complaints we hear is, “How am I supposed to know what employers want?” And we have to hand it to ‘em, it’s an excellent question.
With the ever-changing landscape of recruitment, emerging industries (start-ups), the stressed importance of corporate culture, and work-life-balance, we decided to let candidates hear it directly from the HR Pros themselves--What REALLY Matters to Employers?
We asked everything from what makes you dismiss a resume, if a candidate’s style helps or hurts their chances of landing the job, and if their caliber of education matters. Here’s what they had to say, let us know if you agree.
Probably not, according to our recent survey of HR pros. When asked what they would do if they interviewed a candidate and got a great feeling about them, only 23% said they would jump at the opportunity to hire them. The rest would continue to go through the hiring process to ensure that they are in fact the best candidate.
It’s an understandable decision, especially given that the costs of making a bad hire can be high, in terms of both time and dollars.
But at what point do you put decisiveness ahead of procedure and trust your ability to recognize the right candidate when you see them?
If you've had exposure to current events over the past few months, it's no shock that equality is a major topic of conversation. I recently read an article by @KatrinaKibben which raised some interesting and insightful points about how the decision of the Supreme Court to legalize same-sex marriages will impact HR departments across the nation.
It is events and articles such as these that transform the way companies hire – and, ultimately determine if candidates do or do not apply to those companies.
That being said, more and more companies are focused on developing a diversity hiring initiative as a tool to encourage candidates to apply. But that's not all there is to it. Nationally, we're seeing an increase in racial diversity among high school graduates, indicating that the 2025 public high school class will likely be only 51% Caucasian. Most of these graduates will undoubtedly be heading into the workforce shortly thereafter.
Which begs the question, what really makes someone a 'diversity hire'?
While the stock market has been on a roller-coaster ride this year, the employment market has maintained a healthy trajectory. On average, 246,000 jobs are being created each month. While there’s a surge in hiring, recruiters aren’t any less discriminating than they’ve been in the past. As a matter of fact, a recent survey by Beyond shows that HR pros are just as thorough as ever when it comes to which candidates they hire.