'recruiting' Articles and News

Today’s graduates are entering the workforce at an unprecedented time in our history. With the economy at its worst since the Great Depression, unease over future prospects is rampant. And while graduates are flooding the candidate pool, organizations are struggling to maximize every recruiting dollar, recruiting only those who are truly necessary to make an impact and to balance cost with the skills and experience needed to drive ROI for your business. In the past, those goals may not have aligned with hiring recent graduates. But many of today’s graduates are a far cry from graduates past Here's why you might want to consider taking another look at new grads:

Many organizations are still bogged down by a hiring process that is...well, it’s just too hard! Candidates shouldn’t have to jump through hoops or lose months of their lives in order to land a job. Not only does it turn off top talent (and competition for truly exceptional talent will always be fierce, regardless of the overall job market), it means there is more time between when you need talent and when you land talent.

The need for soft skills is extremely apparent in a nearly 100% remote world. That percentage of remote workers is already starting to change as some cities and towns start to transition toward a “new normal,” but you can expect remote work to stick around for the foreseeable future (heck, it was already increasingly common before the pandemic hit).

You want your talent to know that you’re still here. But when people are scared, nervous or stressed, sending out too many messages may be just as damaging as not sending enough of them! It’s really an art and a science  - there is no concrete formula to help you determine how often to communicate with talent.

Your organization likely has the technology and processes in place to adequately source candidates online. But then what? Successful interviewing of remote candidates by remote recruiters isn’t as simple as talking more over the phone or using Zoom. Here are some keys to successful remote interviewing

As a recruiter, keeping in touch with current clients and planning for future business is imperative. Recruiters, you are in a role to give hope but also to lend your expertise to your clients on both sides of the transaction on what their best next steps may be.

Recruiting trends like candidate engagement, et al. became major focuses in the recruiting industry in the past few years, and you saw firsthand how quickly they completely transformed your work. The only thing that won’t change this year? Continued, constant change! Particularly when it comes to tech. 2020 will see new staffing and recruiting trends and technology that will greatly impact how you attract and convert candidates into consultants -- popping up seemingly overnight.

So it’s now 2020. A new year.  A new decade. And the last decade was pretty busy when it comes to market: - Artificial intelligence started making its mark on the recruitment process - The decade could really be named “The Decade of the Candidate” or “The Talent Wars Decade,” because the hiring market evolved to a point where employers started marketing to candidates (and candidates started ghosting employers with impunity)

The PEO landscape is changing. Big time. The PEO sector grows at a 14 percent higher rate than the U.S. economy overall and if you want to remain competitive, it’s wise to offer an expanded service offering. Your customers NEED help with finding great talent!