Joel Cheesman says there are more mobile phones than there are toothbrushes in the world. Take some of his tips on how to make the most of that technology for your recruiting.
What’s unique about your company that really makes you stand out as a great place to work? That’s simple – it’s your people. Give them a voice to naturally build your employer brand.
When it came time to implement new talent management tools, Neiman Marcus rolled out their strategy – and found that working from the bottom up was more effective than from the top down.
Save time in the recruiting process and get candidates familiar with your company before they begin the hiring process. See how other hiring professionals are building their employer brands.
To stay competitive, tech recruiters need a strong understanding of tech positions. That way when the right candidates come along, shy of 1 or 2 requirements, you’ll still recognize them and snap them up.
“Candidate closing starts on the very first call,” says Talent Sourcing Manger Jeremy Roberts. Check out his tips for keeping your candidates on track to accept job offers through 5 steps in the process.
To best talent is mobile. So how do you keep up? A mobile-optimized site is a good start, along with video. See what else is needed for a good mobile experience.
PricewaterhouseCoopers has learned how to pinpoint their job descriptions on Dice to target the right candidates. See how they’ve learned to maximize the tech-centric audience Dice has to offer.
When you want to hire those talented, tough-to-reach passives, you have to start from square one. And that can be tricky. Get a few hints on how to hook passive candidates and keep them on the line.
People want to work with people they like. So when you’re managing your company’s reputation online and by word-of-mouth, utilize your best employees to set your company apart and attract top candidates.