Companies often go to great lengths to hire the best people they can find. They actively approach potential candidates and streamline recruiting to ensure that they have the best chances of finding the best fit for the role.
We've all heard about HR and payroll's busiest time of year. Between Form W-2 filing and other compliance to-dos, that honor goes to year end. But what about your recruiting team?
Anecdotally, January has always been considered "open season" for recruiters. With companywide budgets and goals finalized, hiring managers are eager to get rolling and increase headcount. That means plenty of phone screens, case studies, and interviews to get through. If you’re responsible for ramping up those eventual hires, it also means no shortage of onboarding sessions to schedule.
Businesses and organizations are challenged daily to do more, plan more, and accomplish more tasks. Psychologists spend hours studying ways to improve daily workflow, and some of what they’ve found is surprising.
I pursued a career in HR because I have seen firsthand how HR presence (or lack thereof) can make or break a business. Though I previously saw myself on the chief operating officer “track,” I came to realize that people operations should not be embedded within the business operations function. HR is a dynamic field, and the challenges faced today are different than those of the past. Employees represent most companies’ biggest expense, and this investment needs to be managed as intensively as any other.
Here at Greenhouse, we’re pretty passionate about recruiting. So much so, in fact, that we built an entire company dedicated to it! But not everyone geeks out about recruiting as much as we do, and that’s fine. No matter what products you’re creating or problems your company is solving, chances are you will need to make some new hires over the course of the year.
Recruiting in this market is tough. If you’re like most businesses today, sustained record-low unemployment has made it hard to find, hire, and keep good people on board. Even in this so-called “candidate’s market,” finding a job is no walk in the park either. There isn’t one place with all of the job listings, and every news site, blog, or distant relative has tips on how to get your resume noticed.
Whether you’re looking to hire the best people or trying to land that dream job, I’m going to leverage my three decades in the HR technology space to bust a few myths that are as vexing for employers as they are for candidates.
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With today’s low unemployment rate and the emergence of employee ghosting, it’s never been harder to fill job openings quickly and efficiently. Communication, as always, remains the key to nudging candidates down the hiring funnel—but email and phone tag can make getting in contact a struggle.
Diversity and inclusion are a top HR priority right now, but what does that really mean? Without an actionable plan in place, it runs the risk of being just one more well-intentioned but poorly realized catch-all phrase, rather than integrated with the complete employee lifecycle.
When companies need to fill a position, the instinct is typically to start a job search. However, it can take time and resources to fill an open role, and oftentimes your current workforce is filled with a wealth of untapped potential.
Hiring? Here’s a tip: when it comes to recruiting, some questions are better left unanswered. The Civil Rights Act prohibits employers from discriminating against individuals for their race, color, religion, national origin, and sex. These protections don’t just apply to active employees, however. Job candidates are equally covered by the law.