Virtual reality (VR) is set to be the next big thing in the recruitment world, so we are taking a look at the new and exciting opportunities this is opening up for businesses’ recruitment processes. While a lot of what’s being tried is still firmly in the trialling stages, early indications suggest VR has the potential to revolutionise the recruitment and training process.
It’s fair to say that interviews can be a stressful time for candidates and even for the person holding the interview at times. With this in mind, we take a look at some of the benefits of asking the odd curveball question.
In a survey conducted by the Employee Benefit Research Institute, it’s no surprise to see that 75% of employees say that the benefits package associated with a job is one of the most important factors. But don’t worry businesses; it doesn’t have to be expensive.
Now that we’ve all settled in to 2017 (just!), we feel the time is right to share, in case you missed it, the recruiting trends that LinkedIn reported on in their Global Recruitment Trends 2017 Report.
Last year, there were 22.98 million people working full-time, 387,000 more than the previous year. The working environment faced by us workers today is markedly different to what we could have expected to experience 60 years ago.
With competition amongst businesses as strong as well, diversity in the workplace could be the way forward for a company looking to find that competitive edge. A diverse workforce can help foster new ways of thinking and reach out to a wider range of customers, helping grow a business in the process.
Currently, a 20% pay difference exists between men and women across the UK. However, new government plans have indicated that companies that fail to address their gender pay gaps will be exposed in a new league table.
Candidates are becoming increasingly demanding when it comes to what benefits the company are offering and what they expect when they are offered a job. A benefit that is progressively becoming more important for candidates is the need for career growth. According to the recent Glassdoor survey which focussed on what jobseekers consider when they are offered a job, candidates have stated it as one of the top 5 considerations.
The turn of the New Year is always an exciting time for recruiters, as it allows them to reflect on the trends that have shaped the previous years and look to take advantage of the new opportunities that developments in technology and the market produce. With the growth of new technologies in recent years, the possibilities available to recruiters are becoming endless, but even recruiters are noticing that things are changing at such a rapid pace it is often difficult to keep up.
It seems that with each passing year, recruitment becomes ever more demanding and competitive. So, with this in mind and 2016 unbelievably nearly upon us, we thought we’d try and help you stay ahead of the competition by identifying the top recruitment trends for the upcoming year. Similar to 2015, much of the focus for 2016 still lies on the digital front. 2015 has seen a significant rise in the use of video by recruiters to source talent, and there are no signs of video taking a back seat now.
Key to controlling our deals is an appreciation of the financial expectations of both parties. These can change markedly through a process and as a result it’s important we have a good awareness as to where both parties are positioned at any given time.
Great recruiters often make offer management look easy. This is often because of the work that they have put in from the foundation stages of the process, right through the mid-process and up to the offer itself rather than because they are naturally brilliant closers!
“Time kills all deals” so adopt a strategy that is likely to minimise delay. Arrange for the candidate to call you immediately after the final interview and book in a telephone interview to gain feedback from the client as soon as possible.
Think about conversations that will follow your candidate profile – and you will work better. If you are going to present the candidate to the client, then it is important that you gain ‘balanced’ information about the candidate to help in that presentation.
Resignation isn’t something that people do every day. As a recruiter, we’re surrounded by candidates who are making the decision to leave a role and take a new one but for each individual candidate this is a life-changing decision that they are about to make.