As a recruiting executive, you know how important it is to be able to demonstrate the value your team brings to your business. But with everything on your plate, it’s easy to put your recruiting metrics on the back burner. Or, perhaps you’re just not a math person, and so you’ve been putting it off for as long as you can. So how do you get started with your recruiting metrics?
Talent acquisition has undergone a significant transformation in the last five years. With 76% of the online population now on social media, it has never been easier to find and source candidates online. But social has also made recruiting more complex. So what can a talent acquisition leader or recruiter like you do to succeed in today’s increasingly competitive talent landscape?
Did you know 42% of job applicants who suffered from a negative candidate experience say they would never apply to that company again? And that’s not all. 78% say they would share their bad candidate experience with their network. So what does a great candidate experience look like? And where do you start? Here are 5 tips to help you create an amazing candidate experience your applicants will love.
If mobile is not a top priority for your organization yet, it should be now. Mobile presents a tremendous opportunity for your company to connect and engage top talent. And if you don’t offer the best possible mobile experience, you can count on good candidates leaving your site and applying to your competitors who provide a better experience.