Attracting and retaining top talent has been one of the major priorities in Human Resources for years now. As the market gets more and more competitive, it is our job to come up with original and successful strategies to attract that talent. If your organization’s recruitment strategies haven’t changed in the past few years, then it is time to consider doing so. Here’s why.
Imagine you just applied for a job that you were really excited about. You read the job posting online, wrote a nice cover letter, and submitted your resume to the hiring manager. Most job seekers would expect a phone call or an email if the hiring party wanted to set up an interview, right? As it turns out, more and more recruiters are turning to texting to communicate with their job candidates--60 percent of recruiters to be exact. Now, it makes sense. Texting is a thing of ease, a quick way to have a conversation without having to log in to your email or dial the phone, but when it comes to a job prospect is it professional? Here’s what you need to know about texting and the hiring process.
When selecting new talent for their company, an employer must first interview all the prospective candidates in order to get to know more about them and find out if they are a good fit for the job. Job interviews can contain different types of questions - open ended and close ended, brief or descriptive. Depending on the job description and the company’s policies, specific questions are chosen for the interview process and both structured and unstructured interviews can be conducted by the employer.