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The latest news, trends and information to help you with your recruiting efforts.

Posted April 20, 2016 by

Training to interview entry-level job candidates

Young woman being interviewed for a job courtesy of Shutterstock.com

Piotr Marcinski/Shutterstock.com

Some hiring managers may believe they don’t need much preparation to interview candidates for entry-level jobs. However, getting the most value out of these interviews requires interviewers to understand what they are looking for in potential employees. Andre Lavoie, CEO and Co-Founder of ClearCompany, discusses the benefits of training hiring managers to interview candidates for entry-level jobs and offers advice for the hiring process.

“Entry-level jobs don’t get enough attention sometimes. They can provide value for any organization. A new hire who excels at an entry-level job wants to continue succeeding and, ideally, grow within your organization. By training hiring managers to interview entry-level candidates, employers can save their companies time and money, build their internal talent pipelines, and encourage internal talent mobility.

Hiring managers need to be equipped with the skills and knowledge to effectively find quality talent. When they evaluate entry-level job seekers, discerning their job skills can be difficult to do. Train hiring managers to ask the right questions to identify the crucial skills candidates possess and to accurately assess candidates’ soft skills and motivation.

The best method for training, evaluating, and improving your hiring process is by looking at analytics. Quality of Hire is the perfect tool for seeing how well your hiring managers are recruiting. It considers performance and goal achievement, as well as retention rates.

This metric informs the overall quality fit for people joining the team and provides leadership with the tools necessary to see how well managers are hiring for company culture and performance. We access this metric through our own talent management platform to consistently evaluate and improve our processes to ensure we are building the best team possible.”

For more information on interviewing job candidates, go to the College Recruiter blog and follow us on LinkedIn, YouTube, Twitter, and Facebook.

Andre Lavoie, CEO and Co-Founder of ClearCompany

Andre Lavoie, CEO and Co-Founder of ClearCompany

Andre Lavoie is the CEO of ClearCompany, the first talent alignment platform that bridges the gap between talent management and business strategy by contextualizing employees’ work around a company’s vision and goals. You can connect with him and the ClearCompany team on Facebook, LinkedIn, and Twitter.

Posted March 02, 2016 by

SHRM 2016: Metrics don’t lie

At the 2016 SHRM Talent Management Conference and Exposition  April 18-20, Steven Rothberg, President and Founder of College Recruiter, will present to recruiters, talent acquisition leaders, and human resource managers. The title of his presentation is “Metrics don’t lie, but is your staff lying about its metrics?”

In this 7-minute video hosted by College Recruiter’s Content Manager, Bethany Wallace, Rothberg provides an overview of his upcoming presentation as well as clarification on why metrics matter.


If the video is not playing or displaying properly click here.

 

Before talent acquisition leaders begin using metrics to measure their success in college recruiting programs, they must first define measurable objectives. Rothberg mentions that this is one of the problems in college recruiting. Rothberg states that most talent acquisition leaders, particularly in college recruiting programs, did not use metrics or data to measure their success until recently.

Generic data points, like average cost per hire, assist in measuring effectiveness. However, putting those metrics into context is even more helpful. If your organization’s cost per hire is really low, Rothberg states, then you probably have a pretty effective operation. If your organization’s cost per hire is $10,000, and other organizations similar to you are hiring at $5,000, that may be a red flag.

Rothberg is particularly excited about presenting at the 2016 SHRM Talent Management Conference and Exposition because the event is always full of positive energy, with attendees genuinely motivated to grow and become better, regardless of their job title or position within their organizations. For this reason, Rothberg is including information in his presentation about how talent acquisition professionals can get a seat at the table by using predictive analytics. Talent acquisition professionals can use predictive analytics to discuss potential problems and to offer solutions. For example, labor market shortages  and impending increases in benefit costs might be discussed using predictive analytics, and proposals about ways to deal with those changes might be made.

Be sure to register for the 2016 SHRM Talent Management Conference and Exposition.

Follow our blog for more tips about using metrics in your college recruiting program, and follow us on LinkedIn, Twitter, YouTube, and Facebook.

At College Recruiter, we believe every student and recent graduate deserves a great career. We are committed to creating a quality candidate and recruiter experience. Our interactive media solutions connect students and graduates to excellent entry-level jobs and internships. Why not let College Recruiter assist you in the recruiting process?

Posted November 17, 2014 by

Skills required in a human resources job description

 

If you are looking at a human resources job description and considering applying, it’s important knowing what exactly goes in making a well-trained and qualified professional as per the current standards. This way you will be always ahead of the competition while pursuing a new employment opportunity or a chance of promotion. (more…)

Posted November 19, 2013 by

Do You Believe College Prepares Students for Recent Graduate Jobs?

Find out what students think about whether or not college prepares them for recent graduate jobs in the following post.

recruiting (2) A survey recently conducted by the University of Phoenix and Harris Interactive asked working adults whether they felt college had prepared them for their careers. Of more than 1,600 working adults surveyed,…

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Posted May 03, 2013 by

Hiring for Recent Graduate Jobs? Build Relationships to Recruit and Retain Talent

Employers and recruiters should not underestimate the chance to build relationships with potential hires like candidates for recent graduate jobs.  The following post has advice on how to recruit and retain the best talent.

by Anne-Sophie Pasquet Nowadays, the challenge many employers face is not only recruiting people, but it’s recruiting the right employees and the best talent. In order to do that, most companies have different strategies, strong employer brands, and values they publicize, but how can these companies make a difference and make

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Engaging talent to keep the best