Most staffing departments assume solid company branding is enough to attract high-quality candidates, and they stop short at cultivating the company's talent brand. This is a serious error. If your company has an excellent talent brand, you'll welcome greater success hiring the "cream of the candidate crop" and spend fewer funds to get the job done.
Every human harbors unconscious biases. They are created and strengthened as a result of our environment, lifestyle, relationships, and experiences. The term “bias” itself has negative connotations, but a bias is, by definition, a tendency that stops unprejudiced consideration of people or events.
A new report from Jazz and The Starr Conspiracy Intelligence Unit finds that the C-suite, when compared to its boots-on-the-ground managerial counterparts, is wearing rose-colored glasses when it comes to the reality of recruiting; uncovers hiring challenges and unconventional measures companies will take to land and keep top performers.
As the job market becomes more competitive, companies and HR departments are looking for any edge to attract and hire the best talent. What you may not realize is that one of the best resources for finding new team members could be right under your own roof.
There are a few things we can learn from The Shining, but perhaps most important is that all work and no play really do make Jack a dull boy. (And also, don't go into room 237.) That's why companies that encourage employees to develop a healthy work-life balance are more likely to experience greater retention and increased performance.
Understanding people analytics and instituting analytical best practices gives organizations the ability to measure hiring strategy initiatives and overall employee performance. But where do you begin? Google's Laszlo Bock gives you three lessons on powerful people analytics.
Have you ever abruptly disappeared from the lives of job applicants after they've submitted their resume, had a phone interview, or visited your company in person? If so, you have officially "ghosted" your applicants, a concept borrowed from the oft-cut-throat dating scene, where it's as pervasive as it is confusing.
When a subscription-based business loses a customer, it's more than a disappointment; it could result in reduced monthly recurring revenue (MRR) and increased customer acquisition costs (CAC). The need to keep these numbers in the right place—up and down, respectively—has led to the emergence of the customer success manager. Check out our 18 customer success interview questions, organized by six assessment questions, to help you hire the best team.
The economy is heating up and employers are finding themselves fighting hard to secure the best talent. As employers try to get ahead of the competition, techniques such as social recruiting seem to offer a great way to win the recruitment war. Social recruiting is a great way to promote your employer brand, and can help you connect with potential candidates even when they're not actively job hunting.
Software engineering is set to be one of the most influential roles in the world economy. Given the growing demand for software engineers, we took a look at our own data to figure out which software engineering skills are most in demand. See what we discovered as we compared the skills of all applicants versus the skills of hired applicants.
The job interview. It's as integral as it is dreaded—often by both sides of the conference room table. However, the interview is not only an opportunity for the candidate to ‘show what they know,’ but a reciprocal opportunity for you, as the company representative, to uphold what you've sold during the recruiting process—like a spot-on job description and an attractive employer brand.
Don't overlook the power of the career fair for sourcing top candidates. If done right, your company can use its presence at career fairs to attract actively seeking candidates and amplify its employer brand to reach passive candidates as well. Learn how it's done.
Hiring sales reps who have what it takes can be tricky, but building a successful team starts with recognizing several key characteristics in each candidate. These characteristics are more than do you have real sales experience; these traits help you assess the soft skills that are closely tied to success. And often they have little to do with sales experience.
Sales team compensation takes up a significant portion of many companies' budgets, with a total of $800 billion spent on it. If you're spending more on your salesforce than you are your marketing budget, you need to measure multiple key performance indicators to optimize the entire sales process, instead of simply looking at the closed-won column.
Social recruiting is a way to stay competitive in the labor market. It's time recruiters and hiring managers started approaching how they source candidates the way salespeople and marketers source leads. Which is to say: build an arsenal (or funnel) of top talent.
Watch out Batman and Robin, there's a new dynamic duo in town. As previously announced, Jazz has integrated with LinkedIn Recruiter to help recruiters and hiring managers access real-time profile insights and match existing candidates’ LinkedIn profiles within Jazz. In a nutshell, the integration extends the value of LinkedIn Recruiter to Jazz.
After nine years on Forbes’ 100 Best Companies to Work For list—six of those in the top spot—it is clear that Google knows the secrets of employer branding. Despite its need for highly specialized skills, Google has an endless supply of qualified applicants begging to be brought aboard. Does your company?
Bank of America struggled with a 40 percent turnover rate in its call center, a problem shared by many organizations. The typical call center employee only stays with a company for 1.1 years, according to QATC. Call center turnover causes problems beyond simply hiring and training enough people to fill in the gaps. So how did Bank of America stop employee churn and create an environment that encouraged employee loyalty? They put people analytics to work.
According to a recent Gallup report, State of the American Workplace: Employee Engagement Insights for U.S. Business Leaders, 70 percent of U.S. workers are not engaged at work. What does employee engagement mean? How do you build and sustain it?