Many industries undergo transformations every few years, and talent acquisition is no exception. Rapid change followed the arrival of applicant-tracking systems in the late 1990s, and today it’s AI-enabled tools that are set to fundamentally reengineer how hiring is done. The adoption of those new tools is being driven in large part by candidates’ constantly shifting expectations. (In the 1990s, for example, companies didn’t need career sites but in the 2000s they did—and by 2012 companies that didn’t have mobile-optimized sites were in trouble.) Therefore, organizations that want to provide consistently great candidate experiences must adopt a forward-looking mindset.
The Employment Expert - blog
In 2018, the Virginia Chamber Foundation commissioned a study titled, "Economic Impact of Amazon’s Major Corporate Headquarters in Virginia and the Washington MSA." Their findings? The total economic impact of Amazon HQ2 will be $14.2 billion in Virginia. While this is great news for the region’s economy, what does it mean to businesses already operating in the area?
In today's world of work, candidate reputation is becoming an increasingly important factor in hiring decisions. While the resume used to reign supreme, employers can now rely on data for a more holistic view of a candidate's experience. In fact, 50% of talent professionals and hiring managers say data is the top trend impacting how they hire, according to recent research from LinkedIn. Data effectively gives hiring managers a 3D view of an applicant's background as well as insight into their personality, helping them predict hiring outcomes, increase retention, evaluate skills gaps, and build better offers.
Last year, my predictions for the top three recruiting trends of 2017 were new technologies including artificial intelligence (AI), a focus on workplace diversity, and talent rediscovery.
Although Americans are notoriously bad for not taking their vacation time—even when they’ve accrued it–paid time off (PTO) remains one of the most attractive benefits employers can offer. So, when you’re hiring, don’t underestimate its importance as a recruiting tool. Having outdated PTO policies or offering minimal vacation, sick, and personal time can turn potential candidates off. Generous policies, on the other hand, can help you secure your next dream hire. Here’s what you need to know about why PTO matters so much.
Employment Enterprises’ Recruiting Lead, Susan Signorella, has been sourcing professional candidates for us for two and a half years. From niche-skilled engineers to high-level auditors, Susan has led her team to effectively recruit these candidates for our customized Recruitment Process Outsourcing (RPO) model. Read below to learn why Susan believes that our RPO is a “no-brainer” solution for your high-level staffing needs.
We’re hot on the heels of summer, which, for employers in seasonal industries like tourism, means hiring is in high gear. For these employers, this type of hiring can pose two key challenges: 1) HR spends time and effort scouting, screening, and hiring employees who likely won’t stick around after September 2.) The temporary nature of the work can narrow the applicant pool and make it tough to recruit enough of the right people.
It’s no longer news–to employers or to potential employees–that social media accounts offer a glimpse into the lives of applicants that has never before been possible. At least, that’s the case for those whose information is made available to the public, whether by design or by accident. This enables hiring managers to approach their applicant pool with more information than ever. But using these tools comes with several caveats–some cons to balance out the pros, both from legal and ethical standpoints. Here are some potential pitfalls as well as some good ideas to make sure you’re using these tools wisely.