LinkedIn is more than just a professional networking platform; it’s also a breeding ground for headhunters and recruiters. Since LinkedIn allows employers to search through candidates based on their skillset and past experiences, the platform is a strategic place to attract and hire talent. In fact, every single minute, a candidate’s profile gets vetted and shortlisted for desired roles, while every three minutes, a job offer gets rolled out to a candidate.
As the end of the year approaches, there are two things on everyone’s mind: making it to the holidays and new year planning. Regardless of what department you’re in, a large part of that planning involves bringing in new talent to get the job done.
You’re moving at a million miles per hour and you need the right people to help. How do you keep up with your growing company’s talent needs, while still keeping up with your other responsibilities? One of the most common challenges among growth-stage startups is recruitment. Often, organizations at this stage do not have an internal recruiter or team dedicated to hiring. Without a team that knows your business inside and out, the standard recruitment-to-onboarding process can take months. As much as we all wish we could decrease that timeline, speeding up the process and hiring the wrong person can cost you. When it comes to hiring, it’s better to be safe than swift.
Whether it’s your first or final round, job interviews can be very stressful. Candidates who feel comfortable walking into interviews are usually more confident in advocating for themselves. So what is the key to easing candidates’ nerves throughout the interview process? We’ve got you covered with three ways to make the candidate experience as comfortable as possible.
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Employers used to have the upper hand when it came to hiring. But, with unemployment at a record low, there are now more job openings than candidates to fill them. And with employees job-hopping every few years (or not showing up at all), it’s now more important than ever for HR teams to have a strategy for every stage of the employee lifecycle.
Today's job market is more competitive than ever before. With more job openings than candidates to fill them, candidates can be more discerning about where they choose to work.
The world of work is constantly evolving. For employees, experts predict that finding a job will be simpler than it was a decade ago. Since employees have so many job opportunities in front of them, it’s even more crucial to understand exactly what job seekers are looking for this year.
In 2016, Lauren Melton joined Ellevation Education as the Vice President of People Operations. As the company’s first HR hire, she worked closely with the CEO to develop an employer brand strategy. “We used to joke that we’re the best company to work for that no one has ever heard of,” says Lauren. So, when she suggested building out Ellevation’s employer brand presence, she had full leadership buy-in. To start, Lauren worked with her team to develop a thorough and redesigned employee handbook and then did the unusual—published it on the company website.