In previous articles, we’ve talked about the positive impact veteran hiring can make on a company. We have also discussed recruitment strategies that companies are using to hire the best of the former and reserve military members. From large corporations to mom-and-pop shops, more companies are seeing a boost in their business from hiring our heroes, which has also improved the veteran unemployment rate across the U.S. Since we’ve seen this trend pick up amongst U.S. companies, how long before other countries follow suit?
You’ll find a plethora of information in the recruiting realm about attracting the typical recent college graduate to your company. But these tactics may not help you find candidates beyond the full-time university student who’s a member of the millennial generation. What can be done to attract and retain the non-traditional graduate who is ready to embark on a new path?
How did this function come to be? And what does it entail? The recruitment marketer is a job function that seamlessly blends recruitment, marketing and HR into one effective role. Some of the responsibilities of a recruitment marketer include content development such as employment branding, refreshing job descriptions, “day in the life” campaigns, job fair marketing collateral, candidate outreach and recruitment eblast campaigns.
When I first got into the recruitment outsourcing industry, the process was definitely different than it is today. It seemed to focus on which company had the fastest submittals, not necessarily the quality of hires. And although cost is still a consideration, clients are looking at the overall value a recruitment process outsourcing (RPO) firm can provide. RPO has evolved into more than the outsourcing of a company’s recruitment function or the extension of a company’s recruitment department. RPO has been redefined to include comprehensive, value-added services that strategically benefit buyers’ businesses.
Every tech recruiter knows the scenario. You’re looking for that java developer or senior architect you just can’t seem to pinpoint. Hours have been spent scouring the job boards and LinkedIn with no luck. But, while traditional sourcing methods may be effective for certain positions, they’re becoming tapped out for the technology industry. To make things more challenging, tech talent is becoming overwhelmed with pitches from recruiters and have started to remove themselves from these traditional sources to avoid the avalanche of messages. Now, recruiters have turned their attention to creative recruiting initiatives in order to attract top talent that isn’t listed on a saturated source.