Research* indicates that 79% of enterprises struggle with a lack of crucial skills available in their local candidate pool. But how do you widen the net and get the edge over your competitors – while keeping costs down?
With the turmoil that is happening with recruitment in Australia at the moment, now doesn’t seem the time to change the way you do things. Actually, now is the exact time for change. It’s the perfect time to assess your current recruitment practices and assess if there are more efficient workflow processes that you can employ to recruit the best candidates… and video interviewing is a good place to start.
Recruiting has always been about developing authentic relationships with candidates. However, as automation of the hiring process increases, corporations are struggling to connect and engage with candidates.
In the real world, high university scores have only a very small part to play in whether a candidate will be successful for a role within your business. More critical qualities that have fair greater impact are communication skills, cultural fit, community involvement, aptitude, and an ability to learn.
As smart phones become more ubiquitous and the mobile revolution becomes mainstream, we do more and more daily tasks on our iPhone and Android apps – including searching and applying for jobs.
Retail recruiting involves facing unique, industry-specific challenges. Hiring for retail positions is often a time consuming, labour-intensive, and sometimes very expensive affair.
When recruiting a high volume of new hires, it is critical to have a plan and a standardised process in place for vetting all potential candidates to ensure the best hire for your team.
If you think video interviewing restricts you to simple interview questions, think again. Our clever clients have thought up interesting and innovative ways of using the video technology to get beyond just asking their candidates the usual interview questions.
In this third article in our series on debunking common myths around video interviewing, we explore the concerns that recruiters have about implementing new video interviewing technology.
Large volume recruitment can sometimes seem to be a thoroughly daunting undertaking -- even for the most experienced of recruiters. The prospect of having to trawl through thousands of applications to find the best candidates may seem insurmountable at times.
Graduate recruitment is increasingly becoming a critical element of overall business strategy – for both corporate and government organisations. Also, more critically, in 10 years’ time the Millennial generation will make up 75% of the workforce.
In this second article in our series on debunking common myths around video interviewing, we explore the concerns that recruiters have about their candidates’ reactions to interviewing via video technology.
Sometimes we might be resistant to new technology because we don’t fully understand the benefits or how it can make our lives easier.
It’s beginning to feel a lot like Christmas - that increasingly busy time when you’re stocking up for the biggest sale season of the year, and at the same time hiring additional casual staff in anticipation of increased sales.
Recruitment is a long, complex and time-consuming process, one that often fails to deliver the desired results. Hiring just the right candidate is often a hit-and-miss affair, a process hampered by (intended or unintended) interviewer bias and other random variables.