I have had several clients recently ask me about “Pipeline Requisitions.” And I will tell you, as I told them, as a compliance consultant, I am not a fan of them. The pipeline requisitions go outside my comfort zone, they go outside the box—the nice, clean, compliant box that clearly specifies the applicant data that needs to be included in an affirmative action plan.
Crafting a job description that will be seen by as many candidates as possible—and subsequently handling the work that comes along with it—is a difficult part of a recruiter’s job. If you find yourself wondering how you can improve your process, first be sure you’re adhering to the following rules of thumb:
84 Lumber Company is the nation’s leading privately held supplier of building materials, manufactured components, and industry leading services for single and multi-family residences and commercial buildings. Founded in 1956, 84 Lumber operates more than 250 stores, component manufacturing plants, custom door shops, custom millwork shops, and engineered wood products (EWP) centers in 30 states—representing the top 130 markets in the country. 84 Lumber chose BALANCEtrak applicant trac
king system to address the need for speed, efficiency, and the management of high volume recruitment. With plans to open over a dozen more locations, BALANCEtrak solved issues related to streamlining processes, quickly identifying qualified candidates, recordkeeping, and automating workflow.
This blog post is courtesy of Indeed.com.
Research suggests active candidates make fantastic hires because it’s less expensive to recruit them, they bring more passion to their roles, and they’re more motivated to succeed on the job. So how can you adjust your recruiting strategy to attract more of them?
It shouldn't come as a surprise that recruiters around the country are ramping up their efforts to hire the top healthcare talent available. The Bureau of Labor Statistics reported the nursing industry will grow 15 percent between 2012 and 2022.
Duration: 56 minutes
Presenters: Jessica Holden, BALANCEtrak Product Specialist, Berkshire Associates, and Tim Hudec, Screening & Verification Manager, Justifacts
This presentation, “Spring is in the Air! Employer and Candidate Love is Everywhere,” has valuable recruitment tips suitable for anytime of the year. HR experts share their insights on attracting the right, best-fit job candidates, how to create an authentic employer brand, tips on writing the best job descriptions and how to use references to ensure the right match.
Imagine incessantly refreshing your email inbox, anxiously jumping whenever the phone rings, or attempting to sound “normal” when you finally land an interview. This is the typical behavior of a nervous job seeker who is eagerly awaiting an opportunity to impress an employer. Most job seekers have the basics down: showcasing the best and most relevant experience on their résumé, arriving on time for the interview, dressing appropriately, and so on. However, with three in four full-time employed workers open to, or actively looking for, new job opportunities, the pressure to stand out is on. In this highly competitive job market, being qualified for a job opening isn’t always enough. With multiple skilled workers applying for the same positions, job seekers are becoming more creative with their approaches, and are going to extreme measures to get a spot at their desired workplace.
By attracting more top talent to job listings, HR’s job is made much easier to accomplish, and corporate gets a better pool of qualified employees. Here are some strategies to boost the quality of résumés you receive: