Recruitment Tips, Employer Trends, and Hiring Insights from CareerBuilder

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Mobile Awareness: Are You Missing Opportunities to Connect with Candidates?

 
What’s the one thing that has changed the hiring process more than any other… Continue reading >>

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2012/04/19 Lische

What’s an M(Dot)? Decoding the Language of Mobile Recruitment

Fewer and less. Impact and affect. Puff Daddy and P. Diddy. These are all terms many people commonly – but incorrectly – use in place of one another. (For example, P. Diddy = Sean Combs, 2001 to 2014; Puff Daddy = Sean Combs, always and forever. Important distinction.)

When it comes to terms that relate to mobile recruitment, the lines tend to be even blurrier (thanks in part to rapidly growing technology, which makes it hard to keep up). Continue reading >>

By in CareerBuilder Solutions, Mobile

mobile recruitment

A Mobile Perspective: Why Having a Mobile Recruiting Strategy Matters

Why create a mobile recruiting strategy? For the same reason you created a social media recruitment strategy – or started posting jobs online as opposed to the newspaper, in your storefront window or even the local coffee shop message board: It’s simply the way the world is moving.

According to 2013 Glassdoor survey, 68 percent of job seekers search for jobs from their mobile devices at least once a week. Continue reading >>

By in Mobile

Mobile recruitment: What does mobile really mean?

Mobile Recruiting: What Does Mobile REALLY Mean?

OH NO! That woman at the bus stop just checked her smartphone and was about to hit “apply” when … the bus arrived, she closed out the browser window in frustration, hopped on the bus and forgot all about that job posting she was interested in that morning.

Chances are if the website she was on had been responsive, she likely would’ve completed the transaction from her bus seat on the fly. Continue reading >>

By in Mobile

Control employees on social media

What Mozilla Employees Are Teaching Us About Social Media

“Ugh, you won’t BELIEVE what my boss just did!” In addition to instead of complaining to their significant others, BFFs and pets, some employees are now turning to social media to vocalize their work-related opinions, reactions or even frustrations in the hopes that it will spark change.

You may have heard about the flurry of Twitter activity surrounding Mozilla’s new CEO, as some employees took to Twitter to voice their opinions about his 2008 decision to donate to California’s Proposition 8 ballot banning gay marriage, and even called for his resignation. Continue reading >>

By in Social Media, Talent Management

Business speed

Conscious Un-Company-ing: Creating a Successful Corporate Alumni Program

There may be little hope for reconciliation between Chris Martin and Gwyneth Paltrow because she belongs with Brad Pitt, but conscious uncouplings between companies and employees don’t have to last forever. Thanks to corporate alumni programs, companies such as Deloitte, IBM and KPMG are able to stay connected with former employees — often in hopes the employees will one day come back to them as “boomerang hires.”

Increasing the possibility of rehiring former employees isn’t the only benefit to creating a corporate alumni program, however. Continue reading >>

By in Referral Programs, Talent Management

job posting tip no rockstars

Job Posting Tip: Stop Advertising for “Rock Stars”

As the first thing job candidates see, the job title is the most  important component of your Job Posting. The job title helps  determine – more than anything else – whether or not a candidate will click through to view your Job Posting.

Use the  following 3 job posting tips to create a job title that inspires action:

1) Stop advertising for “Rock Stars”. Continue reading >>

By in Job Postings

Graduation Caps Thrown in the Air

‘Grey’s Anatomy’ and the Case for Corporate Alumni Programs

In a move reminiscent of Luke Perry’s epic return to ‘Beverly Hills ‘90210’ and George Clooney’s memorable homecoming on ‘ER,’ the producers of ‘Grey’s Anatomy’ recently announced former castmate Isaiah Washington would come back to the show for an upcoming special episode.

What does this have to do with recruitment? Who cares??? We’re talking about TV now and that’s more important than anything in the world!!! Continue reading >>

By in Employment Branding, Referral Programs, Talent Pipeline

talent statistics

1 in 2 Candidates Spend 3+ Hours A Week on Mobile Job Search

At least half of job seekers with mobile devices spend three or more hours searching for jobs on their devices each week, according to CareerBuilder’s Candidate Behavior study.

If you want to break it down by device, nearly half (49 percent) of candidates use their smartphones and nearly 3 in 5 (59 percent) do so via their tablets.

The 2013 Candidate Behavior Study, a survey of 5,518 job seekers and 2,775 hiring managers nationwide, highlights the disconnect between what candidates expect during the job search process and what employers deliver. Continue reading >>

By in Mobile, Talent Factor

4 mistakes

Can’t Find Government Workers? 4 Mistakes You Might Be Making

Times are rough for employers in the government sector looking to hire right now. Between reduced recruiting budgets and a scarcity of qualified candidates, it’s no wonder so many are struggling to fill open positions. Yet, these outside factors aren’t entirely to blame.

The truth is, many government employers may unknowingly be getting in their own way when it comes to bringing in candidates. Continue reading >>

By in Candidate Sourcing, Government, Talent Pipeline

promote from within

Top 3 Benefits of Promoting From Within

It’s a common internal debate among many hiring managers: When you have a new position to fill, should you look to your current employees and promote from within the company or go to the outside market to look for a candidate?

Though your first reaction is to immediately start advertising your opportunities externally, it’s worth your time and consideration to look at your current employees first, as there are many advantages to hiring internally. Continue reading >>

By in Candidate Sourcing, Supply & Demand, Workforce Data

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