The Internet age has completely changed the recruiting process. Not only does it open doors to new ways of reaching possible candidates, but it also opens the door to new ways for candidates to learn about companies, both positively and negatively. Websites like Glassdoor and Vault give candidates the chance to share their insider information about their take on interviewing and working at companies, providing an extra layer of transparency in the workplace.
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Candidate referrals are an incredibly effective way to source top new talent for your business. Not only are they more likely to provide higher quality work, but they will likely be more engaged in your company. As an added benefit, they will often take less time and cost less to source.
With so many benefits to hiring referral employees, how does your business grow its referral database?
The job market is changing thanks to a new generation of workers. A recent survey stated that millennials have different focuses than previous generations when choosing their new role.
Mobile devices are becoming prevalent in our professional and daily lives. If someone asked you where your cell phone was at this moment, how far away from you is it? Are you reading this blog on it? Is it next to you? Possibly in your pocket? For almost two billion people globally, at any moment, their cell phone is not far away from them. According to a recent study, 43 percent of job seekers will do their job searching on mobile devices and 21 percent actually would rather apply for jobs on their mobile devices over other methods.
The English idiom, “don’t judge a book by its cover,” encourages children to not judge people they meet or what they see around them, in general, by their outward appearance exclusively. This same saying will hopefully follow children through their entire life. However, when it comes to job descriptions and postings, job seekers will often solely choose which positions they will consider applying for only by their outward appearance – the title.
When making hiring decisions, seeing data and numbers to support a choice can sometimes mean the difference between wavering and making a firm decision. Sayings like “numbers talk” affirm that decisions supported by analytics give more meaning to a particular resolution. A recent study found that of almost 400 C-level executives, 76 percent viewed big data positively or very positively and Gartner found that data will grow by 800 percent in the next five years.
Simply put, a happy workplace is a productive, successful workplace. It keeps the best employees interested and makes them want to stay with a company longer. It breeds comradery and support for a strong united team. However, as the typical “nine-to-five” isn’t so typical anymore, it is important to know what will keep happy employees engaged and loyal, rather than straying elsewhere or resting on their laurels. The happier an employee is, the less likely they are to begin looking elsewhere.
When hiring a programmer to join your company, you are seeking out an individual with the right skillset and personality to add to your team. Unfortunately, due to the nature of the market, many of the top programmers are not on the market and rarely have to apply for positions. Rather, they are sought out for positions and funneled in through connections, networking and professional recommendations.
When your company is seeking its next star developer, it is important to steer clear of the following five hiring blunders:
An important part of any hiring process is interviews. Whether on the phone or in-person, they will be able to tell you much more than a resume or job application might. It is during an interview that the skills and positions portrayed on the resume and application can be followed up on in more detail, to see if their experience matches the skill set you desire for your current opening. What exactly does having three years’ experience in a specific technical stack mean to them versus what it might mean to your company?
In today’s busy corporate environment, it is imperative to find the best candidates for open positions before they take another opportunity. However, trying to schedule in-person interviews can be tricky, as it involves finding an opening in all affected parties’ schedules and arranging the visit. If the individual interviewing is from out of town, the logistics of scheduling the interview become even more difficult and costly.