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Talent Acquisition

Friday Roundup: Candidate Engagement Essentials

by Emily Ceskavich on Sep 22, 2017

Surfacing a new lead for that hard-to-fill position that’s been haunting you all week is a marvelous feeling. Discovering data and profiles, however, is just one piece of the puzzle. Excitement can turn into frustration quickly if you find that candidates are unresponsive to your attempts at engagement.
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5 Ways to Reach Millennial Candidates Who Want to Contribute Their Best

by Emily Ceskavich on Sep 5, 2017

When interviewing a millennial, it’s tough to gauge exactly who you have in front of you. Are you sitting at the table with someone who feels entitled to rewards, but will lose the willingness to work for them at the first sign of a road bump? Or have you uncovered a diamond in the rough whose beliefs translate into a strong work ethic and professional drive toward ambitious goals?
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Interview Techniques I Learned from Oprah

by Emily Ceskavich on Aug 15, 2017

As a recruiter, there are many tools you can use to assess if a candidate would be the best fit for the role. The variable you can’t control is how authentic their participation is. To overcome that challenge, there is no tool more powerful than questions.
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5 Trends in Skilled Trades Every Recruiter Should Know

by Emily Ceskavich on Aug 7, 2017

For the seventh consecutive year, skilled trades positions remain the hardest to fill in the United States according to the latest Talent Shortage Survey by ManpowerGroup. Nearly half (46%) of U.S. employers report difficulties filling jobs due to lack of available talent, a significant increase from 32% reported in 2015.
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Building Culture: Hiring Talent that Aligns with Company Values

by Kelly Love Johnson on Jun 20, 2017

In her Lead With Strengths podcast this week, Lisa Cummings speaks with Bruce Ge and Neil Davis, who talk about what it’s like to create an amazing culture at your company (and how to get there). 
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The Top 3 Reasons Candidates Reject Job Offers

by Kaylee Riley on May 17, 2017

Finding exceptional candidates that match your open position is hard work. When you find a good fit, you want them to accept the position. But, too often, you invest time into a candidate only to have them reject the job offer.
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