ADD RPO COMPANY FIND RPO PROVIDER

THE RPO VOICE

How to Predict High-Risk Candidates When Hiring

By Carrie Kolar Tue, Jul 21,2015 @ AM

Recruiting and hiring candidates can be a risky business. Recruiters try to predict whether the candidate will be an asset to the company based on criteria such as skills, previous performance, and recommendations from other employers. However, one area that recruiters have not been able to measure is whether candidates will commit to the employer long-term. A second-best candidate who stays with the company is a better choice than a first-place candidate who only remains for a matter of months. A candidate who is a “flight risk,” or who is probably to move to another position before bringing value to the company, is a high-risk candidate that employers would rather avoid. While flight risk has been historically difficult to measure, Talent Analytics Corp. has recently released pre-hire flight predictions for job candidates and current employees, which recruiters and hiring managers can use to help assess whether a candidate is the right one for the job.

Topics: finding good candidates, hiring challenge, hiring process, candidate management, new hire risk

 

Best Practices for Creating an Exceptional Candidate Experience

By Carrie Kolar Tue, Jun 30,2015 @ AM

In recruiting, a bad candidate experience can get in the way of an organization getting and keeping the best talent for their positions. A bad process, therefore a bad experience, can be so powerful that candidates abandon the application process halfway through, in a move called “candidate abandonment.”  However, there are steps that organizations can take to make sure that they provide candidates with the best possible experience all the way through the recruiting and application process. In the RPOA webinar “Is Your Recruiting Strategy More Like Go Fish or Minecraft?” presenters Beth Miller and Richard Jordan suggest the following best practices for creating an exceptional candidate experience.

Topics: finding good candidates, candidate experience, candidate management, job descriptions

 

ABC’s of Recruiting Top Candidates (Part 1)

In Sales, the “ABC’s,” stands for “always be closing,” meaning at every stage of the sales process – from first few seconds of a cold call through to negotiating contract terms – is an opportunity to “close” new business. Similarly, the success of your recruiting efforts can be attributed to a candidate’s experience throughout the entire recruit-to-hire process – from resume submission to interviewing to offer negotiations.

Topics: recruiting, rpo, recruitment process outsourcing, candidate experience, recruit-to-hire business performance, candidate management, interview process, candidate screening process, job descriptions

 

ABC’s of Recruiting Top Candidates (Part 2)

In the first part of this series, we covered two important tactics for pushing your top candidate down the recruiting process: job description and the screening process. Here we explore the next two steps in closing these top candidates: the interview and offer letter. 

Topics: recruiting, rpo, recruitment process outsourcing, candidate experience, recruit-to-hire business performance, candidate management, interview process, candidate screening process, job descriptions

 
join the rpoa
write for rpoa the blog

GET INSTANT NOTIFICATION OF NEW POSTS

Posts by Topic

see all