As a recruiter, are you putting your best foot forward by marketing and sharing your Most Placeable Candidate(s)?
From Wikipedia, the free encyclopedia:
Most placeable candidate (MPC) is a term used by the recruiting industry to describe a candidate that the recruiter is willing to represent into a market because the recruiter believes they can place the candidate with a company.
So, are you sharing your MPC’s? Or are you sharing candidates you just happen across in your daily searching?
Today’s guest blog is from People 2.0, a leading provider of back-office solutions for staffing and recruiting organizations, nationally and globally. We offer a variety of support services, including payrolling, payroll funding, risk management, etc., and serve as a strategic resource in helping you efficiently and profitably place talent. www.people20.com Today’s topic is about effectively managing remote workers, which requires unique skills.
Though the remote work phenomenon may have been jump-started by the COVID-19 pandemic lockdown restrictions, more and more workers are choosing to work remotely—and more businesses are choosing to hire remotely. Read the rest of this entry »
I read a staggering statistic this week: according to SHRM (the Society for Human Resource Management), 92% of people NEVER finish online job applications. This is terrible news for recruiters and employers in a candidate-short market. You simply cannot afford to turn candidates away through an onerous online application process. How can you improve this critical part of the candidate experience? Read the rest of this entry »
Our guest blogger is Andrew Thoseby of 1st Executive Pty Ltd in Melbourne, Australia. 1st Executive is a boutique executive search, executive recruitment, interim executive and advisory firm providing custom designed people solutions for clients across a broad spectrum of industries on a local, regional, national and international basis. The firm’s recruiting activities are focused on executive, professional, technical and managerial placement, as well as interim executives for its clients. Andrew is currently a member of the NPAworldwide Board of Directors. Today he discusses changes to hiring key talent in the post-pandemic hiring climate.
Being part of NPAworldwide, as well as having other private networks internationally, provides a unique perspective on the challenges facing both developed and developing economies when it comes to sourcing and retaining key talent in organisations. Obviously, we see this both through partners’ eyes and through the eyes of the clients who employ us and we believe that one common thread of consistency is that none of it is as we would have expected. Read the rest of this entry »
Today’s guest blogger is Armaan Akbany, CEO and Co-Founder of Shortlyst AI. Shortlyst AI is an all-in-one AI-based outbound multi-channel sourcing platform. Shortlyst AI provides 629+ million professional database, automation and contact finder features to cater to the needs of modern recruitment. In this article, Armaan and the Shortlyst Team share the differences between talent acquisition and recruitment, terms which are often used interchangeably.
The terms recruitment and talent acquisition are often viewed to be the same, but the modern recruiter would know that there is a fundamental difference between the two. Recruitment is often a reaction to sudden needs in filling up a job vacancy. However, talent acquisition strategies focus on manpower planning and securing talents into roles with specific sets of skill requirements. Read the rest of this entry »
Today’s guest blogger is Wilson Cole. He is the CEO of BackdoorHires.com and Adams, Evens & Ross, the nation’s largest credit and collections agency designed exclusively for the staffing and recruiting industry. In 2008 he was inducted into INC Magazine’s, “INC 500” for being the CEO of Adams, Evens & Ross, the 307th fastest-growing privately held company in America. Adams, Evens, & Ross has helped more than 3,000 staffing and recruiting firms recover more than $1 billion in past-due debt and is an NPAworldwide Endorsed Program. Read his post below to learn the basics of business debt collection.
People pay for the services and products they subscribe to in an ideal world. So they spent money on artists, laborers, and businesses that enabled them to obtain what they desired or needed at the time.
That is, indeed, the ideal, and the majority adheres to it. Unfortunately, however, there are still a few rotten apples. As a result, delinquent payers become even more inventive or vicious to avoid paying the outstanding debt. Read the rest of this entry »
Effective today, certain employers in New York City will be required to include salary ranges for job postings. This is the newest of a host of pay transparency laws that have gone into effect in North America, with more sure to follow. These laws, in combination with laws that prohibit employers from asking about a candidate’s salary history, are intended to fight the gender pay gap as well as historically low pay rates for workers of color. Similar laws are in effect, or will be soon, in places like Colorado, California, and Washington. Read the rest of this entry »
When you join a recruitment network or decide to work split placements, one of the things that recruiters find hard to wrap their head around is giving away their “insider” information, such as the name of their client. Some recruiters hold this info close to their vest, in fear of their trading partner trying to go around them and contact the client directly.
But when you join a recruiting network built on trust, comprised of vetted recruiters, and backed by member-owners who all adhere to the same rules, you will find that its most successful members are ones who are completely open and transparent, because they realize the value of open and honest communication. Read the rest of this entry »
Today’s guest blogger is Katie Mouton from Oorwin, a leading SaaS-based platform for AI-Driven Talent Acquisition & Management and Recruiter Productivity & Effectiveness. Oorwin’s platform is used to manage your entire Talent Intelligence lifecycle. In this post, Katie discusses the most important recruitment metrics for your business.
Recruitment metrics play a vital role in the continuous improvement of your hiring functions and measures success with razor-sharp accuracy. They are a set of measurements that track and evaluate hiring success and optimize your recruitment process using information-driven insights to guide you. Read the rest of this entry »
It’s no secret that employers and recruiters alike struggle to get the right job seekers to convert to applicants. One big problem is not understanding the difference between job descriptions and job postings (or job advertisements). A job description is an internal document, often full of legalese, and intended to help an employer define compensation, hiring processes, disciplinary procedures and more. A job posting, on the other hand, is a marketing document. It’s an advertisement. While some of the information will be the same in each document, and the terms may be used interchangeably, it’s really important that you don’t *use* the documents interchangeably. Learning how to write better job postings will help you attract (and convert!) the right job seekers for your opportunity. Read the rest of this entry »