People often use terms like "employer's market" and "candidate's market" to describe how hard or difficult it is to recruit. But for some people, it is always a candidate's market. These are people qualified for hot jobs: positions where employer demand is greater than the supply of available talent.
The secret to a successful interview is to ask the right questions. Getting this right requires a great deal of planning, plus conversations with stakeholders to determine what you need to learn about each candidate.
When discussing the recruitment process, we often focus on the employee experience. Is it easy to apply? How do you communicate with candidates? How good is the onboarding process?
Should a candidate applying to your open position fill out an employment application form? While most HR professionals and employment lawyers would reply with an emphatic “YES”, there are some organizations – both government contracting companies and non-government contracting companies – that are not requiring candidates to fill out an employment application during the interview or new hire process.
A surprising number of hiring managers still rely on a reactive recruitment strategy. They wait until a vacancy opens up, and then they put a HELP WANTED sign in the window – or they do the digital equivalent, which is placing an ad on a job board.
Social belonging is a fundamental human need, hard-wired into our DNA. And yet, 40% of people feel so isolated at work that it impacts their commitment and engagement.