Following on from my previous blog (link) which broke down the recruitment process and explained Candidate Attraction I wanted to share with you my tips for optimising your Brand Recognition.
The recruitment process can sometimes feel like an unmanageable phenomenon. There are so many moving parts, numerous stakeholders and plenty of technology to confuse things even further. For this blog, I want to break down the recruitment process and share some of the best kept secrets about how you, as an SME, can move your recruitment process from good to great. By implementing a few of these tips (which you don’t need external help for), you can improve the quality and volume of candidates you attract, as well as improving your brand recognition in the market.
Your chosen recruitment agency is there to bridge the gap between you as an employer and job-seekers as potential employees.
In a business environment where talent shortages are becoming the norm and HR professionals are asked to focus on more and more strategic initiative, has in-house recruitment become a thing of the past?
Recruiting the best talent has never been so difficult. When you’re scouring a defined geography for a hard-to-find candidate, you can’t rely on posting a simple job ad and expecting the candidates to find out.
Following on from my last blog discussing digital strategy and disruption as an opportunity (link), I wanted to bring the discussion to life with examples of organisations who understand the importance of digital and have become the type of real-time data driven organisations that customers and clients demand.
When you’re searching for limited pools of niche talent, it can feel like searching for a needle in a haystack when identifying candidates you want to join your company.