Job Search Process

How Job Search Behavior Continues to Change

Nexxt  How Job Search Behavior Has Shifted – July 2020

At Nexxt we surveyed our job seeker audience in May 2020 to understand how they were initiating or continuing on their job search journey and we have recently polled our job seeker audience again to understand how the job search job continues to change.

With the priorities of companies, employees, and job seekers changing so rapidly, we wanted to go back to the source to understand how job seekers are searching for jobs at the moment.

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Nexxt Offers Solutions to Help Organizations Enrich Their Talent Databases with Fresh Candidates

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Nexxt recently launched its Resume Database Solutions to help companies and staffing firms enhance and enrich their talent databases with fresh candidates. Nexxt’s Resume Database Solutions are designed to help companies make connections with both active and passive job seekers. According to a recent survey, 3 out of 4 of job seekers said they’d like companies to have their resume on file so they are considered for opportunities that become available in the future. For that reason, it doesn’t matter if an organization is in the midst of a big hiring push or one is on the horizon—companies in all states of the recruitment process benefit from making those connections.

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How Digital Tools Can Actually Impact the Efficiency of Your Recruiting Workflow Right Now

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Nobody was quite prepared to scale down on the fly in March, and our HR and infrastructure teams did a great job quickly reacting when the world went home for a few months. While we are all waiting for us to get back to a {new} normal, we have an opportunity to be thoughtfully preparing to bravely re-enter this ever-changing world. When the switch gets flipped, and all systems are go—will your recruitment tools have a pipeline of candidates waiting for you? How can you make sure your tools are working for you in the background so when the time is here, you’re ready?

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Nexxt Provides Solution to Help Companies Build Their Talent Pipelines

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Nexxt’s Talent Communities service helps companies build their talent pipelines. According to a recent survey, 53% of job seekers said talent communities are a great way to submit information to a company without committing to a specific opportunity and 77% of job seekers said they are interested in becoming members. Accordingly, Nexxt’s Talent Communities offering can make that happen.

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Best Practices for Conducting Virtual Interviews

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I remember—way back in the 1990’s—watching Star Trek: Next Generation and thinking “Yeah, right! As if there’d ever be a time in the future when people regularly talk via video screen!” Boy, was I was wrong! It is now more normal than ever—and growing in popularity with every passing day. With the overall impact of COVID-19, many employers are utilizing video interviewing in their hiring process, and if you’re looking to hire someone—a virtual “face-to-face” interview is likely in your future.  While we haven’t reached the age of spaceships yet, there are plenty of ways to ensure that you get the most out of conducting a virtual interview.  Here are some helpful ways to harness this newfangled normal to your advantage!

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Is Not Hiring Smokers Discrimination?

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To hire a smoker or not to hire a smoker? That is the question! But is it discrimination not to? The answer is surprisingly yes and no, and primarily depends on where you happen to live. It’s a debate that has been recently reignited as U-Haul—the company best known for renting you a truck to help you move—has implemented a nicotine-free hiring policy. As of February 1st of this year, if you a candidate submits an application to work for U-Haul and they smoke cigarettes; they may be in for an unpleasant surprise. While this isn’t the first time a policy like this has been implemented, U-Haul (with its 30,000 employees) is the first major company in its field to do so. Let’s take a closer look at what’s really going on here, shall we?

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Employer Branding vs. Recruitment Marketing

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In today’s world, most everyone is stepping into their careers with a college degree and the best experiences in internships, special projects, and volunteer work. So, it can be difficult for companies to attract and eventually hire the hardest working and most talented candidates. These days, rather than everyone else scrambling for one job at a top company, top companies are scrambling to bring in top talent.

Employer Branding and Recruitment Marketing are no longer just a term being thrown around among HR professionals. The ideas of Employer Branding and Recruitment Marketing are now essential conversations in the creation of recruitment strategies and companies ranging from high-level corporations to local start-ups are all getting in on the action.

But what do these terms mean?

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How to Develop a Talent Pipeline

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Replacing employees is expensive.  The 2017 retention report says that it costs about $15,000 to replace an employee making $45,000.

To save on high costs, energy and resources, your team needs a talent pipeline.

A talent pipeline is a group of professionals who are ready to fill future positions that your company will need. It requires the act of switching from passive recruitment to active recruitment. Meaning, instead of waiting until an employee gives their two weeks, you are consistently in the recruitment process.

Talent pipelines are important to have in place to fill hard-to-replace positions like upper management or jobs, like sales, that have high turnover rates.

You can start by steadily planning the future structure of the company and building a network of professional relationships. Be strategic and follow these 5 talent pipeline recommendations.

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