Today’s job market is extremely competitive. Many companies are competing with one another to snag top talent. One of the greatest pools of untapped talent lies in recent college graduates. Each summer, graduates embark into the world, eager to make a professional impact. Their skills, drive, and unique perspectives can create immense value for an organization, but the competition amongst companies is fierce.

As a business leader, you want to be able to stay one step ahead, especially when it comes to scaling your workforce. How can you leverage the latest technology and best practices in order to recruit recent college graduates? This article breaks down a few actionable tips and tricks.

The first question I ask a future client is “Do you hire Internationally?” The second question I always ask is: “And where are you having trouble finding talent?”

The primary focus of most companies tasked with hiring internationally is finding resources to fit the needs in each distinct market. Having a board to post jobs in Germany, France, the United Kingdom, Malaysia, the list goes on. Is it that easy?

Well, short answer here: Sure, that works.

But let’s dial in a little further and look at two separate more-common-than-you-might-think scenarios.

We at Nexxt are excited to announce a software upgrade to our Text2Hire Conversation product!

According to a survey, only 14% of the workforce is actively looking for a job, but 73% are open to receiving new job opportunities via text message. Nexxt’s Text2Hire Conversation allows clients to start dialogs with targeted groups of candidates pulled from the more than 8+ million in-demand job seekers who have opted-in to receive text messages about new opportunities and other career information from employers through Nexxt.

Nowadays, the workplace is changing.  Jobs are changing, some even becoming “obsolete.” A large part of this flux is due to artificial intelligence being the new normal, increasing productivity and altering traditional job roles.  

More than ever, hiring managers have to look at what positions can be entirely filled with robots, and which can be assisted with the help of AI to produce more and cost less.  This means that who is being hired is being impacted.  The conundrum of AI vs human labor is one that sounds like the plot of a movie.  The evil machines have taken over and people who have years of manual labor experience find themselves jobless and left to fight the big bad robots and the corporations that tossed them aside.  But it isn’t a movie, it’s truly happening, just not necessarily with everyone losing their jobs in the end.  Being conscientious of the use of AI in your workplace and how to hire to utilize it without losing human labor could be a vital step in keeping business booming and people employed.

Finding the best possible candidates for a role in your company is incredibly important, and of course, interviews are crucial for this. And while understanding who to hire lies heavily on the head of the person being interviewed, there are mistakes you could be making that are turning-off exceptional workers. Here are five things interviewers do that candidates can’t stand:

There may be a number of reasons your job posting isn’t getting very much attention. You might feel the job is a great, but your inbox isn’t exactly filling up with eager applicants who are qualified and excited to pursue it. Here’s why:

With a tight labor market, employers are searching for new and creative ways to not only attract talent, but also keep the talent they already have. While benefits like insurance, retirement funds, time off, and flexible schedules are all top of mind when it comes to reassessing benefits, one that employers often overlook is professional development. Is this a benefit worth considering or just another buzzword floating around out there on a few job postings?