Sourcers and recruiters communicate with all types of candidates. How you engage with them is critical to the candidate experience and to your employer brand.
If you recognize these four signs within your recruiting function, it might be time to consider outsourcing your sourcing to alleviate strains in your process and to improve your hiring outcomes.
“Everyday is meant for magic.” Why should recruiting be any different? If you’re ready to create recruiting magic, read up on these 5 ideas to inspire your recruiting in 2024.
When was the last time you evaluated your hiring process? If it’s been a while, give yourself a refresher with these 5 strategies to improve your hiring process today.
We always talk about what will work, but what WON’T work in recruiting in 2023? Check out the 5 tactics to avoid bringing into your recruiting function in 2023.
Sourcing, separate from your recruiting function, is key to finding the BEST talent. Do you have dedicated sourcers within your organization? Get insights on why these “hunters” are so important.
Your recruiting team needs to be agile. Despite talks of an economic downturn, there are also plenty of open jobs. Protect your recruiting function right now with the right model.
February, the month of love, is coming to a close. In the spirit of sharing some of that love, I invite you to think about how you can up-level sourcing and recruiting at your organization TODAY.
Your rejected candidates do need to hear from you, and quickly. Providing feedback as to why they didn’t get the job and giving them some suggestions doesn’t take long.
At Beacon Lane, we are talent acquisition experts who have worked with organizations of all sizes to implement an ATS, build recruiting functions, and attract top talent.
A great recruiting leader does more than hire the right people. Recruiting leadership requires the ability to develop a strategic plan, obtain executive buy-in, manage and lead change, and motivate the recruiting team.
Given the high registration volume and follow-up conversations I have been having, I wanted to dig a little deeper into the impact of having the right process in place.
The biggest mistake CHROs make with talent acquisition is waiting or postponing the process development until they've hired and onboarded a new head of TA.
Building trust through people-centered leadership isn't just for once the person is hired. It should be occurring throughout the entire recruitment process.
Failed ATS implementations are not a result of a failure in technology but of a failure in planning for a different, better, faster, more accurate result.
An ATS can be an integral part of hiring right, but only when it is handled in such a way that it integrates with a stable, standard recruiting process.
The final step in building a standard stable recruiting function is onboarding. The onboarding strategy should address the experience and the transactional.
When building a standard stable recruiting function, the process does not end with the job offer. You must have a comprehensive preboarding process, too.
As you create and approve an offer for a candidate, remember to move quickly, communicate often, and keep it human, even as you rely on your ATS to do the heavy lifting.
If your goal is to implement a new ATS system or revamp your current one, you need to understand how this change will impact your entire organization and its stakeholders.
The words we use in job descriptions, EEO statements, and other recruiting media must be carefully selected to ensure we are inclusive in our recruiting efforts.
There is no talent shortage or recruitment crisis, simply a mindset that continues to ignore how a diverse workplace that provides opportunities to early professionals can change the world.
Improving workplace diversity is not an easy task, but it is critical to the future success of your business. These six suggestions can help you make a smoother transition as you strive to grow in a time of increasing diversity.
Resistance to technology is not only futile but damages your ability to compete for the best talent. When it comes to successful recruitment, technology is the path to progress.
When someone loses their job, they lose a part of their identity, and that can leave them lost and uncertain. And when it comes time to interview for another job, they may not be exhibiting their highest level of confidence.
When an organization implements new technology to improve talent acquisition, a behavioral change is required. The larger, more dynamic the organization, the more complex the change.
Automating recruitment is inevitable. Cutting-edge technology can be a wondrous tool for improving efficiency, better identifying business needs, and even helping develop strategy through data analysis.
I cringe when I hear company recruiters talk about how “broken” their internal recruiting systems are. While I agree that internal recruiting processes can suffer from what are sometimes enormous challenges, I prefer to think of the process as bent, not broken.
If your people don’t care about your recruitment process, introducing recruiting technology into the mix is unlikely to help. It can actually make things worse.
