Cultural fit is an important factor in finding the right candidate for a job. According to recruitment consultancy Robert Walters, candidates who mesh well with the teams they’re placed on are 84% better at meeting performance goals and 81% less likely to leave. These are real, tangible reasons to ensure your hires are a good fit for your company culture.
Recruiting students to your college or university is no longer a “sit back and wait” game. With so many options all vying for a limited pool of potential students, it’s more important than ever to have a strong recruitment strategy in place.
For decades, the recruitment industry as a whole has leaned heavily on signaling devices—such as years of experience—as indicators for skill.This approach not only leads to reinforced biases because someone didn’t have the “right” credentials—and the simple reality of work not getting done because someone was great on paper but floundered in the role.
Efficiency is a big deal in recruitment. However, a lot of recruitment processes are severely under-optimized. We can see this in the symptoms of inefficient recruiting.
Whether you’re a team of one processing 100 applicants in a month or a team of 20 processing 1,000 applications, high-volume recruiting can be overwhelming. And when things get hectic, processes and tools that work for more moderate hiring volumes may not cut it anymore.
Traditional recruitment typically involves creating a job listing, waiting for applications to roll in, and choosing the best fit. Sure, this method works. But it only lets you target around 30% of the global talent pool—active candidates.
Attracting candidates is easy. Attracting the right candidates is a whole different ball game. According to Indeed research, almost half (43%) of employers struggle to attract qualified, talented candidates with their job postings.
Asynchronous video interviews are becoming a more prominent part of the hiring process because they allow organizations to streamline recruitment. This approach is especially beneficial for high-volume hiring or when you want your Recruiters to prioritize their time on things other than marathon phone screens.
