Recruitment Best Practices

The Benefits of Making the Non-Traditional Hire

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Sorting through a large pool of candidates for one job opening can be exhaustive for hiring managers. It’s easy to just skim over resumes and latch onto familiar industry terms or verbiage that perfectly aligns with the role you’re hiring for. But when you sift through your list of candidates, try to look past what they’ve already done and towards what they are capable of achieving instead. Too often, hiring managers find themselves paying more attention to the prior achievements that candidates outline on their resume or cover letters. In doing this, they miss out on opportunities to connect with applicants from a more dynamic background; ones that can add value to their organization.

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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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Why Talent Sourcing is a Never-ending Job

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If your company is such a great place to work, then why does talent sourcing continue to be an ongoing challenge? In a job market that was just flipped upside down—went from hard to source talent to not so much, but it could easily change again, and regardless of the job market, sourcing talent should never end. Technology and generational factors all play a part in attracting—and retaining—talent at your organization. Here are some possible recruiting blind spots your team may not be aware of.

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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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The Benefits of Boomerang Employees

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Once upon a time, employees and employers mated for life. Anything less would have been seen as disloyal - perhaps even traitorous. But with Millennials comprising such a large portion of the workforce, the shift from job to job has become far more commonplace. Additionally, the exit of Baby Boomer employees has the potential to create 10,000 jobs per day. Factor in the thousands of dollars it takes to recruit, hire, and train a new employee and the future of the workforce starts to look bleak.

Fortunately for hiring managers and cost-cutters everywhere, there is a relatively untapped market and I’m not talking about the incoming Gen Z. Behold the Boomerang. A boomerang employee is one who left amicably in the past and now is considering, or being considered for, a rehire. In the bygone times of eternal loyalty, many companies actually implemented policies that prohibited boomeranging. But the fact is, acquiring a brand-new employee is both time-consuming and expensive. It might be time to consider the value of the former employee.

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Recruit Gen Z by Homing in on their Biggest Pain Points

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Now that Millennials are fully and firmly integrated into the American workforce, many businesses are setting their sights on the newest influx of workers: Gen Z. These Digital Natives were born into the world of WiFi which means their strengths (and weaknesses) will vary greatly from those of previous generations who were born into much more analog worlds. Their technological prowess will become increasingly necessary for companies to stay current which is shifting the dialogue from “Do we want to hire Gen Z?” to “How can we recruit more Gen Z?”

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How to Craft a Message That Job Seekers Respond To

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With the ever-increasing demand for top tier talent, job seekers’ inboxes are bombarded with messages from recruiters every day. As a recruiter, how do you craft a compelling message that potential candidates respond to? What will result in a reply instead of a banishment to the spam folder?

Follow these tips to improve your chances of getting responses from potential candidates:

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