With 2020 just rolling in, experts predict that candidate experience will continue to be one of HR’s top priorities, and for good reason. A positive candidate experience helps companies not only attract more talent, but attract a higher quality of talent. It can expand referrals, increase positive social recruiting connections and improve company reviews, ultimately leading to more resumes. More importantly, candidate experience can have a long-lasting impact on a company’s reputation – good or bad.

Although artificial intelligence (AI) has been around for a long time already, its active breaking into the recruitment technology landscape has started just a few years ago. Today, AI for recruiting is the dominant theme in HR technology.

It’s unlikely a surprise to learn that service quality is of the highest importance to RPO clients, but did you know that ClearlyRated’s 2019 HR Services Industry Benchmark Study revealed that of clients who have left an RPO or HR provider within the past year, nearly half reported leaving due to a service issue?

It's easy to understand why recruiters are so attached to in-person interviews. It creates a great environment to get to know the candidate and how they may fit into your organization. It also lets the candidate see your company in action, which will help them decide if they want to work for you.

As an employer and as a job candidate, first impressions do matter.

The way you come across in your conversations and interactions, in person and online, will make a big impact on whether you get hired or find the ideal candidate. In the latter case, even if you are inundated with applicants, miscommunication or simply putting off the wrong vibe can mean that you end up with an employ who is considerably less desirable than if you had navigated the situation correctly. But knowing exactly how to manage early communications can be really difficult: it’s a tricky blend of personal and professional skills. The stakes feel very high, on both ends of the spectrum. So, without further ado, here are seven classic mistakes you should avoid.

In recent years, business owners and managers have been talking about a skilled labor shortage.

Top talents are thin on the ground, and there's no one to charge with brand missions. It was 18 years ago when The War for Talents described the competition for talented employees as a given, but companies still continued spending a fortune on recruitment agencies, latest sourcing technologies, and building an employer brand instead of stop making the glaring mistakes while recruiting candidates.

Yes, it's challenging to tailor the process so it would suit the diverse pool of job applicants. But, as a professional recruiter, you need to knock it out of the park for attracting top talents.

"Looking for skills rather than attitude," "poorly-written job ads," or "not asking the right interview questions" are copybook maxims already, so we won't focus on them here. Instead, let's take a look at more subtle but no less frequent and crucial mistakes you might be making while recruiting. 

Let's talk about productivity; it's something everyone is trying to boost, no matter your job, niche, or industry. However, it does look like, regardless of how we spend our days, we never seem to have enough hours in the day.   

A Goldman Sachs recent report suggested the US economy is growing at a rate of 3.5%; or in other words — at twice the rate Goldman themselves forecast this time last year. Impressive reading for sure, but how does it translate into job creation in the U.S. labor market? What new opportunities are set to present themselves? And how easy will it be for businesses to find the right new hires as we move into 2019?

The way companies recruit people has changed in the past few years. In the current candidate-driven job market, candidates have the power in the recruitment process.

A good illustration of this trend is that 95 percent of the people businesses want to hire for critical positions are not looking for a job. As a result, recruiting people has become more expensive and time-consuming for companies. Employers are competing for the best candidates who are treated as customers. This had made effective recruitment strategies all the more important.

With the growing Me Too movement, the pay gap between men and women in the workforce is being brought into the spotlight. In 2015, American women working full time were paid 80% of what their male counterparts made on average, creating a pay gap of 20% (AAUW 2017). Some companies are striving to close the gender gap and have found that what they perceive and what is reality can be two very different things. Here are seven tips to help a company find balance in their workforce.