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. We have a trademarked Recruiting Excellence program, the basics of which I will share, thinking...
I don’t often talk about the departure from my corporate life, partly because I wasn’t sure of the place it held in my current business – until now.
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.
ATS selection and implementation is a process. Take time to select the right applicant tracking system based on your organization’s needs.
Last month, I delivered an ERE webinar on achieving recruiting excellence. During this hour-long webinar, sponsored by Oleeo, we unpacked a lot of information. You can catch the webinar below. Given the high registration volume and follow-up conversations I have been...
As we enter a post-pandemic world your recruiting optimization efforts will only go as far as your structural and procedural changes will allow.
The country will open. Businesses will hire. There are many steps you can take now to prepare for post COVID-19 recruiting.
Modern recruiting excellence and your recruiting process is the foundation upon which your culture is built, so you need to get it right.
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.
Inspired recruiting means emphasizing the human in human resources and treating even the people you don’t hire with heart.
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.
The time to think about where HR needs to be in the future to best provide a whole, supportive, human environment is now.
The future of talent acquisition isn’t just tech – it’s the right tech applied to the right standard, stable process that empowers recruiters.
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.
Recruiters can do so much to remove applicant fear and ensure not only the BEST talent is seeking jobs but the RIGHT talent is finding them.
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.