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Snaplications: McDonald’s is Officially Recruiting Through Snapchat

by Kelly Love Johnson on Apr 12, 2017

In the coolest recruitment campaign we’ve seen in a while, “Snaplications” are now a thing. We’ve written about companies using Snapchat for showcasing culture and recruitment before, but McDonald’s Australia just launched a hiring campaign on the social channel.
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Five Effective Ways to Stand Out to Passive Candidates

by Cally Martin on Mar 28, 2017

They say that it’s easier to find a job when you have one. But how do you distinguish candidates that are passively job searching versus those who are truly happy with their current job? The fact is, everyone should be open to new opportunities.
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Job Description Burnout? Get Inspiration From These Witty Ads

by Kelly Love Johnson on Mar 21, 2017

Wracking your brain for ways to stand out in a job seeker’s market? Need to reach passive candidates? Humor can go a long way in grabbing a candidate’s attention. Here are a few we found from companies who went the witty route. Whether it’s a billboard or online, creative job ads are the most likely to be shared. Bonus points for letting a company’s culture shine through!
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Candidate Experience Conversions That Really Matter

by Cally Martin on Mar 15, 2017

The ultimate success of the hiring process is an offer acceptance by the “perfect” candidate, but it’s never that simple is it? Especially for hard-to-fill positions, the process seems never ending, so keeping momentum and spirits high can be a difficult task.
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Improving the Negative Candidate Experience

by Cally Martin on Mar 7, 2017

The hiring process varies between industries, companies, and job positions; as you would expect, the candidate experience is never the same from one to the next. There will never be a single “fix” for it, but companies can improve their processes with a little simplicity, honesty, and fun!
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How to Get Honest Feedback in Exit Interviews

by Cally Martin on Jan 26, 2017

We all want to know why good employees leave our company. But how can we do this in a way that’s respectful to both the company and the employee during their exit interview?
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