A key component of organizational growth is hiring—but, if you hire the wrong candidate you can do more harm than good. Although it’s a drain on resources to replace a bad hire, that’s the least of your worries. In fact, before you even realize you’ve made a bad hiring decision, the wrong person can wreak havoc on your department’s productivity, reputation, results, and even your revenue.
Although a bad hire is an obvious annoyance, it goes beyond that. A bad hire can do real damage. Today we use our most recent infographic to explain just how drastically the wrong person can impact your success as a company. Continue reading “The Cost of a Bad Hire [Infographic]”
Now boasting 530 million users, LinkedIn has become the go-to platform for recruiters. And this makes sense—after all, the modern workforce uses LinkedIn to publicly display every piece of information a recruiter would need to make an informed hiring decision. It should be every recruiter’s dream, right? However, new research shows this might not be the case.
52% of hiring managers claim that passive candidate recruitment has been less effective because recruiters on LinkedIn are all competing for the same candidates (source). Continue reading “Study Shows LinkedIn Is Oversaturated with Recruiters”
Candidate sourcing is difficult – and according to recruiters, it’s only become more of a challenge in recent years. In fact, 65% of recruiters claim talent shortage is the biggest difficulty they face in the hiring process (source).
With social media platforms and job boards taking over the recruitment industry, there are more ways than ever to reach job candidates. But there’s one valuable resource you may be ignoring: former employees. Continue reading “Can Former Employees Help You Find Job Candidates?”
In a recent blog post we declared that strategic candidate sourcing was not, in fact, dead. Instead, we proposed that technological advances have simply changed the way recruiters do it. Today, we dive a little deeper and explore 52 statistics about modern candidate sourcing. Our hope is that you can use these statistics to inform and evolve your current candidate sourcing strategy.
Passive Candidate Sourcing: A Quick Primer
Continue reading “52 Candidate Sourcing Statistics for Recruiters”
New technology affects the way every industry operates – and recruiting is no different. Over the last decade, the role of the recruiter has changed drastically thanks to advancements on the web. While evolution is always a good thing, many in the recruiting world have wondered: is the act of strategic candidate sourcing dead?
This debate picked up steam in 2013 when recruiting expert John Sullivan declared sourcing a dying practice. His reasoning? “Finding top talent will always be important, but eventually it will become so easy that, except in specialized cases, there will be no reason to have it done by highly paid recruiters.” (source) Continue reading “Is Strategic Candidate Sourcing Dead?”
Just like any other industry, there have been innumerable changes to the recruiting landscape in recent years. 2016 will see even more challenges and any recruiter hoping to be successful in the New Year will do their best to stay ahead of these changes. Luckily for you, ZoomInfo has compiled a list of the top recruiting trends in 2016 all recruiters need to be aware of. Continue reading “Top Recruiting Trends of 2016”
This is the final piece in our four-part series on how recruiters can increase candidate response rates. Last week, we went over why recruiters should customize their approach for each candidate they contact. In the conclusion to our series, we’ll discuss CTAs and the dos and the don’ts of the follow-up email.
Continue reading “[Part 4 of 4] Improving Candidate Response Rates: How to Conclude Your Email”
This is part three of our four-part series on how recruiters can increase candidate response rates. Last week, you learned more about creating compelling subject lines and leveraging connections. This week, we’ll discuss the importance of customizing your recruiting emails. Continue reading “[Part 3 of 4] Improving Candidate Response Rates: How to Customize Recruiting Emails”
You’ve done your research. You’ve found the top candidates. Now comes the hardest part of candidate sourcing: how do you get them to respond to your emails?
While some recruiters might jump the gun – shooting off a cookie-cutter job listing to everyone on their list – you know better.
Continue reading “[Part 1 of 4] Improving Candidate Response Rates: How to Start Candidate Sourcing”