In the past, recruitment involved placing a job advert in the newspaper and waiting for applications to flood in. But today with skills shortages across many industries, it’s not nearly as simple for employers to find and hire good talent. Moving beyond the 'active' job seeker and engaging passive candidates who are not actively looking but are open to new opportunities takes strategy and planning. Here's something retail marketers have known for years: how to work the 'funnel'.
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You’re spending on job advertising. Can you afford to be paying zero attention to your Employer Brand?
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You may be filling roles but are you really filling them or are we just placing bums on seats in the hope that one of them will stick around for more than 3 months? The question we all need to ask ourselves is this, are we hiring the best talent in-the-market OR the best talent on-the-market? And how do we know difference?
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“I just can’t find good staff!” is a common refrain howled by business owners up and down the country.
The days of placing a job advert and being swamped with great candidates are a distant memory for hiring managers in almost all industries. From trades to specialists: even finding ‘a great Admin Accounts’ person has taken one CBD firm over 6 months.
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Think you don’t need to do pre employment assessments? Think again
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It’s full steam ahead for 2018 so now’s a great time to make sure you’re taking advantage of all the new features your Talent Propeller candidate management system can offer you. From tech updates such as ROI tracking and hiring approval, to a powerful new Executive Insights service, we’ve been busy!
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