Sooner than anyone could have predicted, COVID-19 changed our world at work. It disrupted workplace culture, accelerated the need for strategic initiatives in talent management and altered recruitment and talent retention dramatically. To keep ahead, recruitment must be agile to best position your organization ahead of uncertainty. But how? The following three areas are key as you build your recruitment strategy: core skills, workplace culture and technology. Basic candidate requirements such as cultural fit, strong communication skills, the ability to work in teams and have a growth mindset, haven’t changed in this environment-but it’s the addition of new skills such
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If you break down the double negative, this statement is 100% accurate, although not fully understood. The number one reason small, medium (and some large) organizations don’t use recruiters is because they perceive this service as too expensive.
When getting started on a new recruiting project, there are a few essential pieces of information I require from businesses before I develop the recruitment marketing plan and advertise: the specialized skills required minimum education and training preferred a breakdown of the technical skills needed the salary range. But this is the easy part, especially when I use headhunting to attract the right people for my clients.
Hiring an employment recruiter to help your company find the best people is always a smart idea. But now, more than ever, enlisting the expertise of a recruiter is vital to not only attracting the best talent to your organization, but also to giving your new team members the best possible virtual onboarding experience. Outsourcing your recruitment needs to a corporate recruiter can really help you save time and focus.
I am witnessing many of my clients, who have hired employees prior to the outbreak, continue as planned with their onboarding. Some have pushed start dates, a few have put hiring projects on hold. Many have been working on very creative ways for these new employees, whose start dates fell after the pandemic was announced, to start their jobs in remote capacity. This takes planning and organization. Creating an effective virtual hiring process now will keep your new employees engaged and informed and ultimately retained if you set it up correctly.
Recruiting Concepts wants to help our customers navigate the current COVID-19 situation. We have been carefully reviewing all options available to Business Owners. Government funded programs have been set up to help businesses through these tough times. Here are some of the funding programs that will address some immediate issues: Hoping you find this resource beneficial. If you require any support navigating any staffing related challenges please reach out, we are here to help. Recruiting Concepts Wage Subsidy Doc WIth Links (2)
“Today’s recruiter must be a marketer, sales person, career coach and psychologist all in one. But, at the core of it all, recruiters have to know their own company, work with hiring managers, and really know how to assess people. If they can bring this all together, they can be superstars in their organization.”