How and Why Social Media Actually Impacts Recruiting

by Michael Pomposello 11/10/2017 0 comments

Social media is how people stay in touch – not just occasionally, but multiple times throughout the day. If your organization is not using social media in its recruiting efforts, says Meghan M. Biro, of Forbes, it is very much behind the times. Social media recruiting is considered industry standard at this point, and it is a great way to reach candidates.

Why Should You Use Social Media to Recruit?

  • You don’t necessarily have to know statistics on social media use today to know that it is incredibly popular and very powerful at connecting people. Through social media, you can reach individuals who are not necessarily looking for work but who are still using social media. They might apply if they knew about your company and saw that you had an opening. You can start building relationships with them by getting them acquainted with your brand, according to a white paper by social recruiting software company icims,
  • Your organization can also lower its recruitment costs because Twitter, Facebook, and LinkedIn accounts are all free to set up. You can post job openings through social media accounts and get better results than if you just put up one posting on one job board.
  • It’s important to stay ahead, or at least with, the recruiting competition. In a social media and recruiting infographic on Jobvite, 73 percent of recruiters planned to invest more in social recruiting in 2014.
  • Companies and recruiters that use social media recruitment saw increases in candidate quality (44%), candidate quantity (44%), and improved time to hire (34%).
  • The problem is that just 18 percent of recruiters consider themselves to be experts at social recruiting. For example, 59 percent of recruiters don’t invest at all in mobile career sites, but 43 percent of job seekers look for jobs on their phones.


  • Avoid starting several social media accounts at once. Use one social media account regularly, and get to know its possibilities. Grow your presence there. Besides the big social media companies, you can use niche communities as well, such as MyVetwork, which is a professional social networking site for veterans. There are similar communities for different ethnic communities and different professions. (Check out professional associations, for example.)
  • You can also use social media as an employee referral term. This is a good way to find high-quality hires, and you can use social media to get your current employees to use social media for professional purposes and encourage them to help the organization through both their personal and professional social media accounts. Another idea is to have employees share industry news to engage potential employees.
  • You have the opportunity to share “your company culture to potential recruits and attracting new staff. You can brand your social media channels, post photos, and host videos. Customers and job seekers should be encouraged to participate in discussions, and employees should promptly address questions and comments,” according to icims.
  • Use social media is to check out the profiles of potential candidates. You can read through their job histories and see recommendations from others, what groups they have joined, etc.

To get the best candidates before your competitors do, whether you represent a company or a recruiter, it is time to start investing in social media recruitment.

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The Downsides of Accepting a Counteroffer

by Michael Pomposello 11/03/2017 0 comments

When you’ve been offered a position outside of your current job, you’re likely to be more than ready to walk into your manager’s office and deliver the not-so-bad news that you’re planning on leaving as soon as possible. If your employer comes back with a counteroffer to entice you to stay, there are usually more reasons to turn down the counteroffer, even if it seems attractive, than there are to accept it.

Nothing is Likely to Change

The underlying reasons for why you want to change companies are not likely to change. If you don’t like the culture of the organization, for example, it doesn’t make sense to stay there just because you got a raise. The underlying reasons for your wanting to change jobs are still going to bug you.

Now, there may be the rare situation where your boss says that they didn’t know you were unhappy, transfer you to a new department where your skills are better utilized, give you a new job title, in addition to a raise, and you’re completely happy in the new role.

Carefully consider your reasons for leaving. If it is more than money, think hard about moving to a new job.  

Your Boss Knows You’re about the Money

If you tell your boss you’ve received a new job offer, but you stay because your current boss gives you more money, you’ve sent a message you don’t want to send: you are just looking for more money. When the opportunity arises to earn more elsewhere, you’re gone. That indicates that you are not loyal to the organization and do not care about anything more than money. You may find this understanding reflected in not being promoted or being the first on the list of layoffs.

Relationships Suffer

Your employer may also just offer a counter because you’re threatening to work for a direct competitor. Will you share company secrets? Accepting the counter may just cause you to be resentful and suspicious that they didn’t keep you because they really value you.

Your co-workers also will eventually find out that you have received another offer, and your relationships with them may suffer when they find you stayed because you got a counter from your current organization.

It Could be a Stalling Tactic

While some companies give counteroffers because they realize they are lacking in the area of career advancement and professional development for employees, they may also give a counteroffer because they are just biding time until they can replace you. You may get a short-term raise in salary or increase in benefits only to have it taken out from under you by a layoff or being fired when you or your services are no longer required.

Spend some time thinking carefully about the reasons you want to change companies. Before you accept a counteroffer when you offer your resignation, an analysis of future potential consequences of accepting it should be at the forefront of your mind.


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The Perks of Working with a Recruiter or Agency

by Michael Pomposello 10/27/2017 0 comments

When you’re looking for a job, you probably spend hours scouring job boards and employer websites, looking for different positions to apply for. One thing you might not have considered, however, is working with a recruiter or employment agency to find a position.

Why would you want to work with a recruiter?

1.) Recruiters know people in your industry. According to Daniel Allen, Director of UX at 3D Results and Co-Founder at Block Interval and of CHIVR, in a LinkedIn post about recruiting, this works in your favor. If the recruiter knows a manager, they know exactly what type of person that manager wants for very specific positions that that manager has to fill. If you are a good fit, it is likely that the recruiter will know it right away. When the recruiter contacts the employer, the manager is likely to respond more positively than if your resume just lands on their desk.

2.) Recruiters want you to work. They get paid when you get hired, says Allen, so they have  incentive to see that you are placed in a good position. You don’t have to pay anything to the recruiter since the employers do that, so it’s a win-win for you.

3.) Recruiters work full-time to get you hired. You only have so many hours in a day and have other obligations, so you can’t apply to as many companies as you might like in a single day. However, a recruiter can get your name out there to many more organizations, giving you a much better chance of getting hired.

4.) Interviews will be fewer and more focused. You may have found that you didn’t even have the right training for a particular position during an interview. Recruiters fit you with companies and positions that are good matches for both you and the employers. This keeps the time that you spend interviewing for jobs to a minimum, allowing you to focus on other activities.

5.) While it’s not always the case, a recruiter can often get a higher salary for you than you could on your own. Talk to a few different recruiters, Allen recommends, to see where they would place your salary to employers. Recruiters make the most money off of employees who are hourly, but they do get paid a flat fee if they place you as a salaried employee, working full-time.

6.) QualStaff Resources’ website notes that a “recruiter serves as another person who can say they know you and can vouch for you.” Even though you have great references, it is always nice to have a recruiter who has personally met you in your corner.

7.) Recruiters have access to jobs that are exclusive or confidential, notes QualStaff. You may not see these jobs on job boards or learn about them even through networking.

8.) If you decide to go to another company in the future, having an established relationship with a recruiter can work in your favor in a future job search.

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How to Assess Your Career Goals as a Contractor or a Full-Time Employee

by Michael Pomposello 10/20/2017 0 comments

At any point in your career, you may want to evaluate your career goals. This helps you to keep where you want to be in your profession in perspective and plan how you want to get there. Whether you are a contractor or a full-time employee, assessing your career goals takes some thought and vision.


As a contractor, you are working on a short-term basis for an employer who cannot or does not want to hire a full-time employee. You may or may not want to continue working as a contractor, however. Take these ideas into consideration as you think about your career goals:

  • Do you enjoy working for employers on a short-term basis?
  • Are full-time benefits and perks important to you?
  • Do you want the relative security of a full-time position?
  • How do you feel about the social – work position of working as a contractor? It can be hard to be on the “inside” when you are a contractor.
  • Do you like the flexibility to choose who you work for and to choose the projects that you want?
  • Do you work for an employment agency that provides steady work?
  • Do you work for an employment agency that provides benefits?
  • Do you want to work for yourself as a consultant/contractor?
  • How do you feel about not being able to “climb the corporate ladder” as a contractor?

Full-Time Employee

Full-time employees are in a different boat than contractors in a number of ways. They have relative security in their positions, typically get paid a higher annual salary, have benefits and perks more often than contractors, and have more opportunities for professional development and to rise through the ranks of their organization and industry. Here are some points you may want to consider, however, as you think about your career goals.

  • Have you gained enough experience and training in your field to strike out on your own as a contractor?
  • Do you have the knowledge, training, experience, and contacts to make a go of working for yourself as a consultant/contractor?
  • Are you okay with breaking out of the mold of a traditional corporate career?
  • How do you feel about not getting training opportunities paid for by your employer?
  • What are your thoughts on the idea of not having work from time to time? Can you save your money for those lean times? Can you live cheaply to prepare for those times?
  • Do you want more flexibility to work when, how, and where you want?
  • Are you okay with moving from employer to employer and having to learn different ways of operating in various organizational cultures and structures?
  • How do you feel about not being promoted? Do you feel like you’ve not attained your career goals by not rising through the ranks?

As you think through each of these questions, other questions may arise. Write down your answers for each question, and then carefully analyze where you want to be based on your answers. This will help you figure out where you want your career to go and the path that you need to take get there.

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How to Write a “To-the-Point” Resume

by Michael Pomposello 10/12/2017 0 comments

Your resume is going to be scanned and searched by automated software after you upload it to a company’s resume database. That database has hundreds, maybe thousands, of resumes. The software looks for keywords that are relevant to the job you’re applying for. Then if it lands on the desk of a hiring manager by some small miracle, it’s got to keep that person’s attention long enough to convince them you’re worth interviewing and perhaps worth hiring.

That is a lot of hurdles for your resume to go through to get you a job. The best way to help your resume move through all of the screening processes is to keep it relevant, short, sweet, and to-the-point.


Look at your resume now. How long is it? Typically, you want a resume that is a page long, unless you have had an extensive career spanning a significant length of time. What can you take out?

  •       Remove irrelevant job experience. Think about the jobs you have had that didn’t require you to use the skills that are specifically listed in the job advertisement you’re hoping to fill. Cut them, or keep them to one or two short lines.
  •       Reduce the wording for early jobs. Even if these jobs from the first part of your career are relevant, your accomplishments in them may not be as relevant as what you have done in recent years. Again, keep the descriptions to a line or two.

Make Use of the Professional Summary

Your professional summary at the top of your resume is where you want to focus your efforts. This part can be a bit longer than individual job and education descriptions, but you still want to concentrate on using words and descriptions that demonstrate that you have the skills to bring value to an organization.

Use Bullet Points

Bullet points empower your resume in a few ways:

  •       They remind you to be short and direct by their very nature. People use them to draw attention to quick facts/information.
  •       Because they are meant to be used to bring conciseness to a document, they lend themselves well to numbers, which bring us to our next point.

Insert Numbers

If you can describe what you have accomplished for past employers in numbers and percentages, do so. How many clients did you work with? By what rate did you increase the sales of a company in one quarter? (If you haven’t started, begin keeping a job journal where you note down these figures to add to your resume for the future.) Employers want to know the bottom line, how you can benefit them, and numbers are the perfect way to do so.

Your resume needs to impress, but that doesn’t mean fancy formatting and fonts. Bullet point your biggest accomplishments, and employ powerful, specific words to describe what you’ve done and what you’re capable of doing. Keep your sentences short and easy to read. Employers will want to interview you in part because you’ve shown you’re capable of delivering information in a way that meets the needs of clients, or, in this case, potential employers.


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Top Ten Do’s and Don’ts for In-Person Interviews

by Michael Pomposello 10/10/2017 0 comments

Due to the technology-driven world in which we live, many human resources processes have been digitized and automated. But when it comes to actually hiring someone, in-person interviews are still an important part of the process. There is no better way for employers to size you up to see if you have the right skills, personality, and experience, then by meeting you face to face. Likewise, there is no better way for you, as a potential employee, to size up the employer and see if the opportunity he or she is offering is truly right for you.

With so much depending on the interview, it can be a stressful time for candidates. From figuring out what to wear to preparing how to answer tough questions, here are the top ten do’s and don’ts for in-person interviews.

  1. Do take time to investigate. In other words, don’t hesitate to thoroughly do research on your potential employer. This could be the company that you spend the next one year or ten years of your life at. Doesn’t it make sense to learn as much as you can about it? You will also be more confident in answering questions if you dig deep and find out what the latest company news is, what awards the company has been recognized for, or what big projects the company is currently working on. Not only that, but your potential employer will be pretty impressed by how much knowledge you have about the company.


  1. Don’t dress to fail. Even if your interview takes place at a local coffee shop and not at the office, you still want to give a businesslike impression. Regardless of the position you’re being interviewed for and regardless of the type of industry the company is in, look professional. Make sure that your clothes are neat and clean. It may not be necessary to wear a suit, but you can rarely go wrong with business casual. Keep perfumes/cologne, jewelry, and other colorful accessories to a minimum to avoid it being a distraction.


  1. Do ask questions. The interview process is just as much about you getting to know your potential employer as it is about them getting to know you. After you have been asked a series of questions, feel free to ask some of your own. First, check to make sure that your potential employer has the time to answer them; and second, make sure that your questions are prepared beforehand by writing them out on a notebook or on a digital device. Get details about your job description, what the company culture is like, and what expectations come with your role, if you were to be hired. This shows that you are truly interested in the position you are being interviewed for.


  1. Don’t stress. To make a good impression on your potential employer, do your best to act like you already have been hired. Be confident, but not cocky. No matter what questions are thrown your way, maintain a cool composure and provide answers to the best of your ability. If you’re not quite sure how to answer, don’t hesitate to ask for the question to be rephrased or to say something like: “I’m sorry, I don’t know the answer, but I will figure it out and get back to you.” Research has shown that the ability to admit you don’t know the answer but show that you’re willing to find it is a common trait of highly intelligent people.


  1. Do prepare to answer general questions. It’s understandable if you’re stumped by an unexpected hard question, but if you have a tough time answering basic interview questions, then your potential employer might be hard pressed to find a reason to hire you. If you’re requested to tell more about yourself, to share your greatest weakness or strength, to describe your hobbies, or to tell why you want to work at the company, you should readily have responses to such queries.


  1. Don’t forget to practice. As the popular saying goes, “Practice makes perfect.” Whether this is true is still up for debate, but even if practice doesn’t make perfect, it certainly helps more than it hurts. Rehearse your responses. Practice your posture. You can get help with this mock audition by enlisting a trusted family member or friend to help you by playing the role of the interviewer. When it comes time for the real thing, you will be much more prepared and self-assured.


  1. Do say thank you. From the secretary who greeted you when you walked in to the office to the person who interviewed you, send a brief note to everyone you met within twenty-four hours of the process. It can be by e-mail, paper letter, or even by text message. Restate your interest in the position, answer any questions you may not have been able to answer during the interview, and, of course, say thank you for the opportunity. This is a memorable way to get your potential employer to think about you even after the interview is over.


  1. Don’t neglect your social accounts. Due to the significant role that the Internet plays in people’s lives, many employers check out potential employees for red flags before interviewing them. Surveying your Facebook, Twitter, and other social profiles is an easy way for your potential employer to get a good (or bad) impression of you before he or she even meets you in person. A few days before your interview, it’s a good idea to go through your social profiles and make sure that nothing potentially “suspicious” or “scandalous” has been posted there. You don’t want to be rejected because of something your potential employer might have found on one of your social platforms.


  1. Do go to sleep. The night before your interview, be sure to go to bed early and get plenty of rest. Nothing will send a bad message to your employer like giving an unexpected yawn mid-sentence or nodding off during a question. Additionally, your mind will not be as alert or prepared to readily answer questions, if you are suffering from sleep deprivation.


  1. Don’t arrive late. This seems obvious, but arriving ten to fifteen minutes ahead of time is a good way to show that you’re interested and invested in the position and company that is interviewing you. Whatever you do, avoid being late as this will make you potential employer think that if you’re late to your interview, you will be late to the job if hired. Arriving a few minutes early not only leaves your potential employer with a good impression, but also gives you time to compose yourself after fighting traffic, complete any necessary paperwork, and consider the environment that you may be working in.
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Why You Should Consider Contract to Hire Opportunities

by Michael Pomposello 10/05/2017 0 comments

If you’re in a permanent position with a company right now or unemployed, you might want to consider making the move to a contract to hire opportunity. There are drawbacks and benefits to the situation, but if it is planned well and there is open communication and expectations on both the part of the organization and the contractor, contract to hire scenarios can be beneficial to both parties.

Why Companies Hire Contractors

Employers want to make sure that their work doesn’t fall behind, that their clients are kept happy, and that their revenues continue to grow. To do that, they may hire contractors who can fill in the gap while they look for a more permanent employee.

Companies also want to work with contractors because it gives them the opportunity see if the fit between contractor and company is right. It also makes the onboarding process of hiring a contractor if the situation works out easier.

Finally, companies don’t typically have to pay for the salary and benefits that they would to a full-time, regular employee. They are thus able to ensure that the money is there for projects by not having to pay the amount a regular employee would cost.

Reasons to Work as a Contractor

Here are some points to consider as you decide whether to become a contractor:

  •       As a contractor, you have flexibility. If you don’t like working for a particular company, you can quit when the contract ends, even if a full-time job offer is made.
  •       You are able to learn about the organization first-hand to see if you would like working with the people there and if you would mesh well with its culture.
  •       Your professional network grows considerably in contract environments because you are working with a variety of organizations. One of these contacts may lead to a new job that you really want.
  •       If you want to work for a company, you are essentially getting a trial run as a contractor. You have the opportunity to impress management and co-workers every day.
  •       When you demonstrate your value to a company, you have the ability to negotiate for the salary and benefits you want if you are offered a regular position.
  •       You can fill in gaps in your resume if you work in a contract to hire position. If you’ve been looking for a job for a while, such a position can increase your confidence and teach you new skills. You can list your new accomplishments and experiences on your resume, and that can potentially help you get a new job that you want.
  •       Some staffing firms offer benefits, so if you are able to work with one that keeps you busy, you might be able to get benefits like you would at a regular job. If you work on a contract and/or benefits are not in the picture, you might be able to get a higher hourly rate than you would as a regular employee since purchasing insurance on your own can be expensive.

In any contract to hire scenario, set out your expectations for the contract. Ask about things like payment for overtime, travel, and access to the system. See if the company is stable and whether the job and culture of the organization match your skills and professional goals. When communication about the contract dates, salary, and other details is clear, an opportunity to work contract to hire is likely a good one.



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Hottest Jobs in 2017

by Michael Pomposello 09/28/2017 0 comments

Plan your future wisely by knowing what the hottest jobs are in 2017. Knowing what the current, most popular job are, along with understanding current overall economic and industry trends, can help you map out your future career.

Glassdoor recently ranked 50 of the hottest jobs out there, and Forbes reported on Glassdoor’s findings. According to Forbes, the technology sector held 14 of the top 50 jobs in Glassdoor’s ranking system. So you can expect that many of the jobs employers need to fill will be in this area.

Data Scientist

The first job on Glassdoor’s list? Data scientist. The median base salary is $110,000 per year. In this role, you would organize, analyze, and interpret data. In the past, you would likely need a Ph.D. if you were a data scientist, but now, with a bachelor’s, some knowledge of how to code, and with some business sense, you can find a data scientist position. Glassdoor expected about 4,180 openings to be available for this job in 2017.

DevOps Engineer and Data Engineer

Second on Glassdoor’s list was DevOps engineers. DevOps engineers are people who combine software writing skills with development and operations expertise. There are projected to be about 2,725 openings for this position in 2017 with a median base salary of $110,000. Data engineers ranked third, and they make back-end systems for the processes in which data is recorded and categorized. They earn a median salary of $106,000, and there were about 2,600 jobs expected to be open.

Some Other Positions Glassdoor Ranked

Here is a random list of some of the other positions Glassdoor ranked, both inside and outside the technology sector, so you can get an idea of the range of options available to you.

  •       HR Manager – median base salary: $85,000, 4,339 job openings
  •       Marketing Manager – median base salary: $90,000, 3,875 job openings
  •       Occupational Therapist – median base salary: $72,000, 14,897 job openings
  •       Electrical Engineer – median base salary: $78,000, 3,643 job openings
  •       Nurse Practitioner – median base salary: $100,000, 15,634 job openings
  •       Supply Chain Manager – median base salary: $100,000, 1,270 job openings
  •       Finance Manager – median base salary: $116,000, 3,142 job openings
  •       Executive Assistant – median base salary: $56,000, 3,946 job openings
  •       Hardware Engineer – median base salary: $108,000, 954 job openings
  •       Professor – median base salary: $70,000, 1,955 job openings
  •       Physician – median base salary: $200,000, 2,610 job openings
  •       Civil Engineer – median base salary: $65,200, 2004 job openings
  •       Information Security Engineer – median base salary: $100,000, 1,247 job openings

Other Opinions

Business Insider used another measure of the hottest jobs to apply for in 2017: the U.S. Department of Labor’s Bureau of Labor Statistics. CareerCast, a job site, used information from the BLS to rank jobs on environment, stress, outlook, and income.

  •       Speech Pathologists came in number 10 with an annual median salary of $73,410, with a growth outlook of 21% through 2024.
  •       Occupational therapists came in at number 9 with an annual median salary of $80,150 and a growth projection of 27% through 2024.
  •       Software Engineers ranked eighth with an annual median salary of $100,690 and a growth rate of 17% through 2024.
  •       Mathematicians ranked seventh with an annual median salary of $111,100 and a 21% growth outlook through 2024.
  •       Professors came in sixth with an annual median salary of $72,470 and a 13% growth rate.
  •       Data Scientists were fifth with an annual median salary of $111,267 per year on average and a 16% growth rate through 2024.
  •       Information Security Analysts were fourth with an annual median salary of $90,120 and a growth rate of $18 through 2024.
  •       Operations Research Analysts ranked third at $78,630 for an annual median salary and a 30% growth outlook through 2024.
  •       Medical Services Managers were second at a median salary of $94,500 per year and a growth rate of 17 percent through 2024.

And, finally, if you want the best job, according to CareerCast and Business Insider, become a statistician. You’ll earn a median salary of about $80,110. This job has a growth rate of 34 percent through 2024, so there’ll be plenty of jobs available.


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Full Time positions within Information Technology on the rise

by Michael Pomposello 06/28/2017 0 comments

How do we compare the 2016 forecast to where we sit now in June of 2017?? We would love to hear your comments so please chime in. A few tidbits from the forecast include:

Temp/Contract-63 percent of employers plan to transition some temporary or contract workers into permanent roles in 2017, up from 58 percent last year. WE HAVE definitely seen this trend first hand as many of our clients in Q1&Q2 made to the move to transition our temps.

Full Time-Employers in IT were the most likely to say they were adding new employees at 56 percent, a notable 12 percentage point gain over the prior year. NO question about it, we have seen more full time IT jobs across all industries come live in the first two quarters years over year.

Read More: Undercover Recruiter

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Recruiting trends for 2017

by Michael Pomposello 06/28/2017 1 comment

The forecasts for the recruitment industry in 2017 look highly promising and incredibly competitive. With the level of competition so fierce, it is natural for the best in the field to try to find ways to innovate their methods. To stay relevant and competitive, a recruiter always needs to stay up to date on the latest emerging trends in recruitment practices. Some items on this list aren’t entirely new; a few of these trends emerged in 2016 and will persist going into 2017.

The rising popularity of these recruitment trends should come as no surprise to recruiters. Failure to spot these trends and adapt your own recruitment process accordingly can spell failure for your team. It is also important to note that it is impossible to accurately predict how the recruitment atmosphere will turn out next year. A recruiter should be vigilant and adaptable should changes in trends arise. However, even if predicting every facet of 2017 cannot be done, it’s fairly easy to make intelligent guesses as to how things will play out.

These are the recruitment trends that we think will play prominent roles in 2017:

#1. Companies Will Make Use of Talent Analytics

It’s a numbers game, it has always been, and it will always be. To disregard hard facts and data in determining your company’s recruitment processes is a terrible idea. While some recruiters have had tastes of success in making recruitment decisions based on their instincts and intuition, long-term success is dependent on being able to analyze data and statistics. The companies who take recruitment analytics seriously will most likely hire dedicated specialists to assess talent metrics on a more in-depth scale. It is a basic principle in the analysis of talent metrics to determine a potential candidate’s ability to return whatever the company may invest in him. In simpler terms, data can help determine whether a candidate has the competencies and skills required of their position.

#2. Employers Will Prioritize Creating a Great Candidate Experience

The playing field is getting more and more equalized when it comes to recruitment. HR departments no longer have the leverage they once had because candidates have more options and flexibility these days. Talent is becoming a sparse commodity while recruitment efforts are becoming overly saturated and it should be in the interest of all companies to adapt accordingly. The first step is simple: make applying for your company easier and more accessible. Companies cannot afford to enforce a wait-and-see approach when it comes to hiring quality talent. A hiring process should be drafted with candidate experience in mind. A bad experience in the recruitment process could potentially turn candidate off to the prospect of working for your company.

Given that, learn from the people focused companies who offer great recruitment experiences to their potential candidates. These successful companies will go over every single recruitment detail covering job postings, job descriptions, interviews, tests, and more to ensure the best possible experience for the candidate.

#3. HR Will Be Looking to Expand Their Sourcing Scope

In the age of social media and new-age technology, it is now easier than ever to reach out to all sorts of people from all corners of the globe. Hiring quality talent is difficult enough as it is, but getting quality talent that perfectly suits the needs of your company is where the real challenge lies. That is why more and more HR specialists are expanding their traditional talent pools and targeting more people that they couldn’t reach before.

On the other side of the spectrum, another emerging trend is having HR departments tapping into their own company’s resources for quality talent. An underutilized way of filling key company positions is sourcing talent from other departments within a company. For example, you may never know that your IT specialist is looking to shift into a career in Marketing unless you ask. Tap that resource and make the most out of it. Developing internal talent proves to be more efficient and cost-effective as opposed to hiring from the outside.

#4. Technology Will Boost Efficiency and Precision in the Hiring Process

Recruitment software’s are quietly emerging as a prominent trend in the world of hiring. While a substantial bulk of crafting a good recruitment process still heavily relies on human intellect, technology can help make the process much easier on the part of the recruiter. Technology affects various parts of the hiring process spanning communications, research, data analysis, and so much more. While technology has already served as a major game-changer in the recruitment industry, we have yet to see the limits of its potential.

#5. Companies Will Focus on Marketing the Employee Experience

This will probably be one of the most common recruitment trends to look out for next year. More than anything else, candidates (particularly the younger ones) will be looking to prioritize their career development over anything else when considering their options. That is why companies will prioritize on branding their employee experience in such a way that will entice prospective talent to want to work for them. It’s a fairly easy concept to grasp, market your companies to make sure that you attract the best possible talent. Build your branding on details like employee benefits, career developments, and other enticing details.

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