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.
“Do you have any questions for me?” If you really want the job, do not answer with a “No.”
That’s your cue to turn the tables around and be the interviewer. Asking questions shows the hiring manager that you’re interested and serious about the getting the job. Most hiring managers and recruiters are more likely to hire a candidate that asks questions rather than just answering.
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.
You’ve got an important job opening and there’s a stack of resumes that need to be screened. It’s time to narrow the field and find candidates that are worth bringing in for an interview.
As a hiring manager, you need to uncover the truths that are hidden beneath the text of a resume. We’re not just talking about simple grammar or spelling mistakes; be aware of candidates who withhold the full truth about previous employers or jobs.
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.
Nowadays, to create a job, post all you need to do is to fill out the required fields on a site like Indeed.com. However, if you want to attract the best candidates, it’s best to have a very thorough job description on hand.
Think of your job description as sales pitch. You want to be able to sell your company and the job position to as many candidates as possible. How? Just keep these tips in mind.
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