Boasting cutting-edge IT infrastructure and one of the fastest-growing economies in the EU, it’s no wonder Romania is attracting investment and fostering one of the strongest startup cultures in the world.
You’re a recruiter. Seems pretty straightforward, right? Hiring managers tell you when they have an opening, you post the job description to appropriate job boards then wait for resumes to come in. Is there more you could be doing? What if we said there was actually a whole methodology out there focused on helping you build a talent pool of awesome candidates who might not even know they want to work for you yet?
You know that one guy...I think he’s in IT? The one who nobody can say precisely what it is that he does, yet the entire company went into a tizzy when he took an offer elsewhere. Everybody is sure the company will come grinding to a halt without him, yet they still can’t tell you what he does. Do you know how you’re going to find a replacement for that guy?
What’s that? Your HR director is saying you and your team need to start “doing recruitment marketing” and you have no idea where to start? Let us ask you one question, how’s your social media presence doing?
Recruitment marketing (RM) is making fast inroads in the normally staid world of HR. Borrowing heavily from the inbound marketing methodology, this school of thought aims to attract and engage potential candidates in the same way inbound attracts potential buyers to a brand.
We all know the saying, “work smarter, not harder” right? Well, that idea has finally made its way to the recruiting world in the form of gamified online recruiting platforms. These solutions offer a kind of one-stop-shop for the mid-career job seeker looking to demonstrate their abilities while finding their ideal employer and position.
Technology or recruiting? Which is changing faster?
Honestly, we couldn’t tell you, but it’s a question to bear in mind as we enter 2020 and take a look at the technology that’s changing the face of the industry. Today’s job market is heavily candidate-focused, which means many companies are facing more openings than they can find quality candidates to fill.
Your company is growing. Like, a lot. And your team of recruiters is working their collective fingers to the bone in the effort to fill all of the seats you have open. Thing is, it’s just not enough. For every seat you fill, it seems like 3 more become available. Add to the confusion the proliferation of job boards and recruiting platforms that seem to come online every day and it can be difficult separating the wheat from the chaff.
Fresh on the heels of our piece for tech workers, welcome to Job Hunt 2020: creative edition! There will be some overlap here, because, well, there’s overlap in the best practices associated with any job hunt in today’s market.
The job market is changing. If you’re currently in the market for a new position, this may not come as much of a surprise. What might, however, is the expanding impact the new candidate-centered focus is having on the global job market overall. For recruiters today, it’s all about the candidate’s skill set, as they often find themselves with more positions than quality applicants to fill them.