In yesterday’s Advisor, we discussed the fact that many job applicants walk away from the process frustrated, often because of a perceived lack of information or follow through from employers. There are many ways the process can be improved. Here are a few more ways to treat applicants better:
Category: Employer Branding
Increasingly, potential applicants are scrutinizing employers in ways they never could before. And the company’s reputation as an employer (that is, the employment brand), is an important factor in determining whether top candidates will consider your organization.
Time and time again, it seems job applicants are frustrated with the entire recruiting process. From applying for jobs from which they never hear back, to hearing back long after they’ve accepted an inferior opportunity, the job search can be frustrating. This situation is less than optimal for either side—employers risk losing out on good […]
Maybe you want to hire an account executive, client services coordinator, or financial analyst? Perhaps you’re in the market for an information security analyst, product manager, or statistician. If so, offering candidates a flexible schedule, remote work, or other nontraditional options can boost your recruiting efforts.
In yesterday’s Advisor we heard some tips from Bridget Miller on receiving feedback from applicants. Today, more tips on getting feedback as well as what to ask.
Although “bad” has become slang for “good,” here it means “not good.” In fact, for the purpose of this article, “bad” means “truly awful,” as in, why even bother.
Has your organization implemented any type of formal or informal ways to get feedback about your hiring and recruiting process? Doing so can help you to gain insights on how to improve the process to make it more efficient. Let’s take a look at why employers may consider trying to get applicant feedback, how they […]
What does it take to become a talent magnet?
There’s no doubt that technology facilitates the hiring process. But from the job seeker perspective, too much automation is a turnoff.
People have been telling stories for thousands of years in order to share information and experiences and establish connections with one another. Today, companies are tapping into storytelling for these very same purposes.
Outplacement consultancy Challenger, Gray & Christmas has been tracking CEO departures since 2000. While the reports make for interesting reading, how much insight do they provide?