Are you trying to make a case for diversity and inclusion in your organization?
No organization will actively reject the idea that diversity and inclusion programs are good things for their business.
Once you get past the “OK, no one is outwardly saying no to this idea” phase, you get to more complicated ground, though: what are companies actually doing about diversity?
And then you come to this: can you actually build a business case around diversity and inclusion? What does that look like?
Follow the bouncing ball
The first important situation is simply dealing with standard organizational process. To put anything in play at most companies, you need to present a business case. Continue reading
Is recruiting now longer your typical 9-5 job?
It’s no longer a 9-5
To say that technology has changed the traditional 9-to-5 is overly simplistic. Each new invention or improvement on existing internet technologies brings a new wave of innovation across all industries, and recruitment is no different.
Business is already undergoing rapid change, and is no longer relegated to the Monday to Friday “grind.” Case in point: a recent Gallup survey found that 35% of current employees would quit their job for the chance to move into a role that offered full-time remote or flexible work.
As these younger generations – known as Millennials and Generation Z – begin to enter the workforce, non-traditional working cultures are already starting to become the new normal. Continue reading
When the average job posting receives 250 resumes and up to 88% of candidates who apply are unqualified, recruitment shortlisting strategies are more important than ever.
Despite advances in recruiting software and technology, screening resumes and shortlisting candidates are still the most time-consuming parts of recruitment.
That’s why I created this list of the 5 best recruitment shortlisting strategies to help speed up your time-to-hire.
1. Using keywords as a recruitment shortlisting strategy
One of the classic recruitment shortlisting strategies is finding qualified candidates using keywords. A good Applicant Tracking System (ATS) should allow you to screen candidates using keywords based on desired skills and experience. Continue reading
One of the fastest growing areas of HR is people analytics. But understanding how to best leverage people analytics software can be challenging.
To help you learn more, I’ve asked industry experts for their advice on best practices for using people analytics software.
Dr. Benoit Hardy-Vallée, IBM Kenexa
The best people analytics software is human judgement.
The key to getting insights first starts with a true desire to answer important questions using data and evidence.
No software will provide that desire for evidence-based learning. People analytics software first and foremost needs to be able to function as a tool to empower human decision making. Continue reading
Shortlisting candidates is the most time-consuming (and tedious) part of a recruiter’s job. Because 75 to 88% of resumes received for an open req are unqualified, it takes approximately 23 hours to screen resumes and shortlist candidates for a single hire.
Recruiters and talent acquisition professionals desperately need an effective tool for shortlisting candidates to speed up time-to-hire.
That’s why I created this list of the 6 best tools for quickly, accurately, and cost-effectively shortlisting candidates.
1. Job postings that shortlist candidates through job matching
Job postings are still the top source of hires: 31% of hires come from job search engines and job boards. Continue reading