In order to succeed in the war for talent, you can't forget to take candidate experience into account.
Last month, I bought three pairs of awesomely impractical shoes. Then I came home and found myself mindlessly surfing the Web and checking out a popular shoe site to see if there was anything else that might catch my interest.
Of course, I didn’t need any more shoes. The latest additions to my collection had just been carefully placed in their new home in my closet — not yet worn.
We've talked before about how devastating ignoring candidates can be to your business — and guess what? The rules haven't changed. If anything, it's all the more vital that you as an employer learn how to communicate with the people who want to work for you, according to a new CareerBuilder study on candidate behavior.
If you’re planning on hiring seasonal employees this summer, get ready for some increased competition for talent.
CareerBuilder’s summer hiring forecast shows that the number of employers looking for summer workers is continuing it’s post-recession climb, with 36 percent of employers planning to hire summer workers this year, up from 30 percent last year, and an average of 21 percent between 2008 and 2011.
Staffing technology software systems were meant to streamline the staffing process, but users can tell you they’re not always helpful, modern or even useable. Some “solutions” are so outdated they can’t keep pace with mobile-user talent, while other systems are set up through multiple vendors and a tech problem can mean a string of phone calls and follow-ups before you’re back up and running.
After the recession, employers held a lot of power in the jobs market. Today, that power has shifted. The competition for talented candidates has spiked and job seekers know it. In order to attract and recruit the best workers with the skills your company needs, you need a deeper understanding of candidates’ expectations and their experiences.
On Tuesday, May 26th, between 12 and 12:45 our friendly team of talent advisors — Laurie Ruettimann, Jennifer McClure, Tim Sackett, Steve Browne, Neil Morrison, and special guest Rosemary Haefner — will get together to discuss this topic in our monthly Talent Advisor Twitter video chat.
Everybody and their mother is on social media now, so it’s not surprising that recruiters and hiring managers feel comfortable looking to networks like Facebook or Twitter to get a better picture of candidates they’re considering for a job.According to CareerBuilder’s annual social media recruitment survey, hiring managers are likely to use social networks to screen candidates, and 35 percent of employers view a lack of presence online as a cause for concern.
Reviewing a candidate’s social media presence may soon become standard operating procedure. According to CareerBuilder’s annual social media recruitment study, the number of employers taking to the web to research applicants has steadily risen over the past few years — from 39 percent of employers in 2013 to 43 percent last year to this year’s 52 percent.
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