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Recruiting News Thursday, March 22 Employers, Job, Social media agency & more…

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Recruiting News TLDR / Table of Contents

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A glossary of recruiting terms every job seeker should know | CareerBuilder

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  • Background check: Employers use background checks to verify the information a job applicant provides, as well as to check references, credit history, criminal records and more.
  • Benefits: In addition to salaries, employers compensate their employees with additional benefits, such as health insurance, paid vacation time, tuition assistance and stock options.
  • Employment contract: An employment contract is a legal document that lays out binding terms and conditions of employment between an employee and an employer.
  • Your resume is a document that includes your work experience (job titles, employers, duties administered, etc.) and education (school attended, field of study, etc.), along with special skills and professional accomplishments.
  • Talent network: Talent networks (sometimes called talent communities) are automated platforms that enable job seekers to upload their information (name, contact information, work history, etc.) into a company’s database to be notified of new job opportunities.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: employers, job, applicant tracking, company culture, job seekers[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]A glossary of recruiting terms every job seeker should know | CareerBuilder[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Great-Candidates-Are-Out-There-Here-s-How-to-Find-Them”][vc_column width=”1/2″][vc_separator][vc_column_text]

Great Candidates Are Out There, Here’s How to Find Them

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  • Once youve written a job advertisement that sounds like it was written by a human being and placed it in front of people doing the type of work you need, imagine what a likely candidate is to do when first seeing the ad.
  • Needing to create an account, fill out a long application, or take a test are all choke points where not only will you lose a lot of potential applicants, but you will never even know they came to your site in the first place interested in the job.
  • Seriously consider making it easy for potential employees to upload a resume and invite them to even if the type of job they want with your company is not listed.
  • Letting people apply with LinkedIn and logins from major job boards, will increase your applicant pool.
  • With outstanding Social Media Agency reviews on Google and exceptional client retention rates, the team at Social Hire really do know what works (and just as importantly, what doesnt work).

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: Social Media Agency, job, job advertisement, major job boards, social media sites[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Great Candidates Are Out There, Here’s How to Find Them[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Improve-Your-Hiring-Results-With-These-Speed-of-Hire-Tips”][vc_column width=”1/2″][vc_separator][vc_column_text]

Improve Your Hiring Results With These Speed of Hire Tips

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  • Many recruiting leaders are not aware that the magic bullet in recruiting is improving your speed of hire.
  • Hiring faster improves your quality of hire because you make a hiring decision before any top candidates drop out to take a competing offer.
  • Most recruiting leaders understand the need for speed but few are fully aware of the numerous available action steps that can dramatically speed up hiring decisions.
  • They include: – – The six best ways to reduce delays during the sourcing process include: – – Candidate assessment can contain the most delays of any recruiting step.
  • In my view as the leading advocate for speed of hire over several decades, its time to build a powerful competitive advantage in recruiting by dramatically reducing the time it takes to hire top talent by up to 50 percent.

[/vc_column_text][vc_column_text el_class=”topfeed-tags”]Tags: candidates, hiring manager scheduling, hiring manager interview, entire hiring process, permanent hiring committee[/vc_column_text][/vc_column][vc_column width=”1/2″][vc_separator][vc_column_text el_class=”topfeed-tweet”]

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Improve Your Hiring Results With These Speed of Hire Tips | ERE[/vc_column_text][/vc_column][/vc_row]

Top Recruiting Courses

Recruitment Interviewing (603 students enrolled)

By Bob Bannister
  • Identify the best applicants for the role.
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  • Avoid legal infringements.
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Recruitment for startups: How to avoid common pitfalls (89 students enrolled)

By Michelle Gyimah
  • Really understand who they want to hire by examining why they are hiring
  • Get to grips with different employment status which will help them avoid expensive tribunals claims
  • Understand the true cost of recruiting new staff - it's not just about wages!
  • Sound and look professional when interviewing job candidates
  • Stay away from inappropriate questions that land them in tribunal
  • Use a system that helsp them pick the best person for the job - based on facts
  • Understand how to do reference checks when someone cannot provide a reference
  • Save themselves up to £2,000 per employee by doing simple employee checks

Learn more.


Recruiter Training - Hire Top Employees in 30 days (47 students enrolled)

By Craig Brown
  • Become a hiring hero at your company by finding the right person in record time.
  • Free up your recruiting schedule so you can focus on other important areas of your job.
  • Free $99 book version of this course!
  • Learn about the 'Heavy Door' theory of job applications.
  • Evaluate candidates using the 'Cross-Platform Verification' technique.
  • Effectively headhunt candidates using Boolean search strings.
  • Use the advertising industry's 'Rule of Three' when contacting candidates.
  • Create a Talent Pipeline that encourages great candidates to become part of your candidate pool.
  • Properly define the role and get buy-in from colleagues 'before' beginning the search.
  • Define the hiring process 'before' recruiting begins, and learn why this is important.
  • Write an accurate, engaging and precise marketing document (aka Job Description), complete with Call-to-Action.
  • Decide where and how to advertise job positions within your budget.
  • Evaluate online profiles and resumes for the 'paper test'.
  • Effectively screen and assess candidates in the early stages.
  • Decide what format final round interviews should take.
  • Create a job offer, negotiate salary and check references accurately.

Learn more.