Competition for talent is stiff. Talent acquisition teams are scrambling to attract and hire top-tier candidates as quickly as possible. A SHRM Survey indicated that the average time it takes to fill a position is 36 days, though it varies across industries. The Health Service industry has an average time to hire of 49 days! Having a speedy hiring process gives you an advantage over your competitors. Since 47% of declined offers are due to candidates accepting other jobs, you can’t afford to be slow. So, what are the most common reasons for a slow recruiting process?
Technology has influenced many aspects of the recruitment process. Traditional methods of sourcing and screening candidates are being replaced with more efficient means. With today’s intense competition for talent, talent acquisition teams are utilizing every tool possible to find top-tier candidates. So how are today’s recruiters and hiring managers using technology to drive their recruiting efforts forward
Just because your candidate has accepted the job offer doesn’t mean your job as a recruiter or hiring manager is over. Data shows that the quality of your onboarding process can affect the performance and tenure of a new hire. After investing time and resources into recruiting this talent, you don’t want it to go to waste and have to start the recruiting process all over again. So how do you set up new hires for success?
It’s the moment recruiters and hiring managers dread: Negotiating a Salary. You might have found the perfect candidate, only for them to turn down your job offer at the last moment.
With the Assembly Bill 168 in effect, employers are banned from inquiring about a candidate’s salary history. This law change will cause hiring managers and recruiters to have to tweak their salary negotiation tactics.
How does an employee benefit package affect the way you attract candidates? Offering benefits that go beyond the basics can make a world of difference since 55% of candidates are more likely to accept a job offer with a lower pay but better benefits. This does not mean you should just include “casual dress code” and “free snacks” as perks and expect candidates to come flooding in. Here’s how to develop a good employee benefits package and attract more candidates.
Are you providing a good candidate experience? Hiring managers and recruiters sometimes forget that it’s not just the candidate that has to put in the effort. From the application to the job interview, your candidate will be judging the company based on the entire process. If your team fails to deliver, you might lose a quality candidate.
If candidates are turning down a perfectly good job offer, it’s time to review your recruitment process. Here are 5 tips that could help you turn things around.
Waiting around for applicants on job boards won’t guarantee you a perfect candidate. Did you know that only 32% of hired candidates are sourced from job boards? That would suggest only a small percentage of the workforce sees your company’s job board. Only ‘active’ candidates (those looking to leave their current positions) are typically surfing through job boards.
According to LinkedIn’s 2016 Global Talent Trends, 90% of professionals are open to speaking to a recruiter but only 36% of the working force are active candidates. So, who are the remaining 64%? They are your passive candidates.
Most companies spend a large amount of time, energy, and resources looking for the perfect candidate. After all of this effort, you want to ensure that your newly hired employees are going to stick around. If you don’t want to increase your company’s turnover rate, avoid these hiring mistakes.
No, your company is not saving money by leaving a position unfilled. In most cases, even considering the savings on salary and benefits, the longer it takes to fill an open position, the more it’s costing your company.
Glassdoor estimates the value of 5.1 million unfilled jobs advertised online in America is worth more than $272 billion. Why such a big number? Depending on your industry and the vacant position, there are several factors to consider