Recruiting

As most candidates (and certainly all recruiters) know, hiring is not a perfect science. For all that individuals and organizations attempt to create and codify an effective process, high quality recruitment remains elusive for many. Oftentimes the issue stems from the disconnect between what an organization desires in a role and what it actually entails.

Over the years I've conducted my fair share of interviews. I've also discussed interviewing with managers, hiring authorities, recruiters and other decision makers and one thing is clear - everyone has their own approach to interviewing. Some are based on compliance and traditional structures while others are more "free-spirited."

First things first. I'm honored to join the SmartRecruiters community, and also delighted to introduce 2gnōME ( "to know me") because our solution will make your recruiting easier, better informed and smarter. My company is a 360-degree assessment platform, and we just integrated with the SmartRecruiters platform to help you make difficult decisions that affect people's lives and your company's future.

The secret to managing your recruitment agencies isn't really a secret at all; it takes one thing... Communication! It's subjective and means different things to different people. I have observed the best and worst recruitment processes so I've created a definitive guide on the best methods for managing recruitment agencies.

Hiring's evolved. Applicant tracking was born from the processing of computers, and it will cease to exist in the hands of the modern internet user. It's time for a new way of hiring in order to help people communicate, not track. It's time for a delightful way to hire.

So you're a startup. You've decided to take your world-changing idea and move it out of your dorm room/garage/favorite-table-at-Starbucks and start a legitimate business. So what next? If you plan on staying in business for the foreseeable future, you might want to make sure you're compliant with employment laws since lawsuits can cost businesses hundreds of thousands of dollars.

The climate of the job market is shifting. The days of organizations looking to hire only "yes men" and "yes women" are gone. As the speed of doing business continues to increase, so does the need for businesses to be able to adapt to constantly changing market conditions.

The employer brand is a part of your organization's overall brand. It denotes an organizations reputation as an employer. Employer branding is essential to attracting active candidates, converting passive candidates, closing all candidates, and retaining every employees. It's the people. It's the product. It's the culture. It's the chairs.

Take a look at almost any job board and you will see countless job ads that are boring, long-winded, and lacking in persuasive power. Because instead of job advertisements, they are job descriptions, taken straight from internal documents written by a HR generalist.

What do top human resources professionals consider when hiring? Recently we published an article "5 CEOs Who Hire for Personality" which highlighted some top executives and their approach to hiring for personality fit. Depending on your business and the type of employees needed, there are other things which trump personality.

Recruiting can be a tricky game. You never 'know' what will work until you try it. There are some major corporations integrating new concepts into their recruiting process in order the find talent. There are some smaller companies and independent recruiters who use creative methods to satisfy the needs of their clients and organizations.

Where to post job openings? Niche job boards attract top talent, giving you quality candidates with experience or interest in your specific industry (*Updated April 22, 2014). Niche sites to post jobs include not only niche job boards, but also niche communities and publications. SmartRecruiters has posted 400,000+ jobs for 65,000+ companies.

While delivering 150,000+ online assessments in 2013, we have received a lot of feedback from customers and assessment takers alike. For those who have taken online assessments (Assestant), it has of course, been the primary 'convenience factor' that stands out.

Happiness is the foundation of success. When every member of your team is fully engaged, fulfilled and dashes to work excited to tackle the day's new challenges, productivity soars. Numerous studies show us that happiness is directly linked to higher results. It's pretty simple, really.

One of the best things about being an entrepreneur is the opportunity to craft your company culture. It's also one of the hardest, because - let's face it - you can't dictate a culture. Ultimately, your company culture is going to be what people make it.

During my last 13 years in the recruitment industry, I cannot tell you how many times I had hiring managers tell me, "Just send me the best talent." This statement was the hiring manager's idea of a job description or a roadmap on what qualities he was looking for in a candidate.

In the world of overwhelming data, it is increasingly easy to miss important information. This is especially painful for time-sensitive situations, like missing a flight because an email from the airline got buried in your inbox.

A job post is useless if no one sees it. The 'job search,' as the term implies, requires that talent searches for jobs based on criteria such as company, job title, location, and more. To ensure that your job posting ranks high among search results for these relevant keywords, you need an SEO optimized job posting.

"Everyone lives by selling something." - Robert Louis Stevenson. Running a recruitment company, KAS Placement, I'm often asked by business development professionals as to my thoughts on interviewing for a sales, sales management, or account management job.

Those of us who work in the field of recruiting know its importance to the hiring process. Countless employers rely on recruiters everyday to connect them with the talent that keeps their business running smoothly. But recruiting is hardly limited to recruiters. Most successful leaders, business owners and entrepreneurs recruit at some point in their careers.

Leading edge and 'best place to work' companies recognize the critical need to synch up their talent acquisition strategy with their employer branding. These companies achieve this synergy (and alignment) by reviewing their practices and incorporating numerous best practices into their plans.

Employers love organic traffic. Why? Because it's free. Organic traffic is the result of the employer's presence in the world - via its career site, its social media efforts, and its employees' networks. Instead of paying directly for candidate traffic, organic traffic happens, well, organically - the results of hundreds or even thousands of interactions between the employer, its employees, and the rest of the world.

CareerBuilder announced the acquisition of Broadbean from Daily Mail and General Trust plc for an undisclosed sum at 7 pm PST April 1. This is another big move for a recruitment industry in favor of an integrated hiring platform, where talent sourcing and candidate management are in one place.

Tech job boards! For the best technology inclined candidates, you want to post your open jobs on tech job boards. Yes, you will have luck on large ones too but when you are looking for specialized skills it is best to go to specialized markets.

You need to hire a new team member. You've scanned about 60 -70 resumes, narrowing your potentials down to the top 5 or 6 candidates. We know that "Hiring is a Human Activity"... but how are business leaders hiring for truly human characteristics, like character? Well it starts with the CEOs!