This week’s top recruiting stories:
Superior Interviewers Do These 4 Things
We all know that the first 10 to 20 seconds after you meet someone are crucial. In that time, you determine a lot about how much you like and trust someone. Just how important are those first few seconds? For 90 percent of people that impression remains unchanged even after hearing the person speak, according to Noah Zandan, president of Quantified Impressions.
A Mass Exodus of Millennials?
New research finds millennials leaving jobs more frequently and in greater numbers than their older co-workers. Employers and HR must put special emphasis on flexible work environments, advancement opportunities, and coaching to improve retention rates among this growing employee population, experts say.
7 Deadly Sins of Recruiting: Surefire Ways to Lose Applicants
The theory that recruiting great employees is highly difficult is true, but what if your firm was making the recruitment process more complex than it had to be? Almost one out of every four decisions that a small to mid-size company will make during a recruitment process will hinder their chances at staffing competitive talent. The consequences of these actions can result in a myriad of ill-fated outcomes, ranging from higher salary costs and wasted time to losing competitive applicants altogether.
Survey: Most Recruiters Who Use Social Media Use LinkedIn
If you need any more evidence that LinkedIn is the sourcing tool of choice, then look to this new survey on social media recruiting, which says 94 percent of recruiters who use social media use LinkedIn.
How Not to Reject Job Applicants
You’ve screened resumes, interviewed candidates, and now you’re ready to make a hire. But wait – while your attention might be focused on the new person who will be joining your staff, don’t forget about all those other candidates who are waiting to hear back from you.
Narrowing the Search for Diverse Talent
Talk to consultants, in-house human resources executives, and industry trend watchers, and you’re apt to hear about the ongoing battle for right-fit talent. It’s a complex issue, but it boils down to a single (if sweeping) question: How does the enterprise get the right candidates with the right skills into the pipeline and signed on the dotted line in alignment with organizational needs?
About iRecruit
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