SEO hasn't been at the forefront of #recruitment. For hiring teams juggling countless reqs, it's faster to throw up the job descriptions we have so we can start reviewing the 500 resumes that are sure to come in. It may sound intimidating, but paying attention to SEO actually makes #hiring easier. Here three points to keep in mind when creating job postings: 👉 Job postings are considered 'content' and optimizing the words in a job posting to make it easier for the right candidate to find it is SEO 👉 Making the content more relevant to candidates also helps others self select out if they don't have those expertise 👉 There’s nothing technical about it. It’s as easy as having 5 simple habits This infographic below is downloadable so you can refer to it every time you create a posting. See? SEO is that easy! #talentacquisition #humanresources #recruiting
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Ensuring a good candidate experience is just about 3 things... As #hiring teams get inundated with applications, we're hearing more candidate experience horror stories. Delivering a positive experience to candidate experience is actually easy. They only want want these 3 things: 1. Acknowledgement 2. Respect for their time 3. Closure And almost every applicant tracking system gives you the option to make it even easier. #candidateexperience #talentacquisition #recruiting #jobs
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The easiest (and fastest) way to have an equitable recruitment process is to use interview scorecards. Everyone in the hiring process will thank you for it. If you don’t have one, we’ve made it easy for you, download this one! Interview scorecards are an evaluation tool to assess all candidates based on specific criteria. It allows for a consistent interviewing process for every candidate. If you’re not convinced, here are the benefits scorecards offer: * Improves the quality-of-hire by focusing on job-related criteria Consistent evaluation process makes interviewing easy for hiring leaders and offers a positive experience for candidates * Reduce bias by focusing on specific criteria rather than ‘gut feelings’ * If you’re data-driven, scorecards generate clear data that can be easily analyzed #hiring #recruitment #talentacquisition #hr
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It's refreshing to come across a company this confident in their #recruitment and vetting process. Kudos to you Teal and thanks for sharing Patrick Smith!! #talentacquisition done well.
This position from Teal includes a guaranteed severance bullet and I was so moved by it I had to share. I have applied for dozens of jobs since being laid off (without severance) back in October… this is the first time I’ve encountered anything like this. “You are trusting us with your career, and we want you to know we take it seriously.” Wow. What a sentiment! I can’t think of a better way to instantly communicate the culture you foster to prospective job applicants. It works in two ways though: Teal is a platform for job seekers, so it’s important that even if a candidate doesn’t land an interview or role there that they still have a positive brand experience. Why? 🤔 Because they’re still on the job hunt and therefore a prospective customer. ‼️‼️ I saw that and immediately knew it was a job I had to apply for… not just because it perfectly aligns with my skills but because I know the team at Teal care. Kudos to David Fano and the hiring team at Teal for blazing a better trail for job seekers. 👏 And bonus points for salary and process transparency as well!💰👀 I’ve been exploring the Teal platform and it’s impressed me. More content on that coming soon both here and on my YouTube channel! If you or someone you know is looking to fill a role or hire a consultant in digital, content, or revenue, I (Patrick Smith 🚀 ) am actively searching for both full and part-time work. Comment on this post or DM me and let's chat!
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Truer words have never been spoken. #hiring #recruiter #recruitment #talentacquisition
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Happy holidays everyone! #recruiting #hiring
♦️ Global Recruitment ♦️ Unapologetically Optimistic ♦️ Job Seeker Ally ♦️ Wannabe Podcaster ♦️ Husband & Father ♦️ Servant Leader ♦️
Merry Christmas and happy holidays to all ... except hiring managers who open a position today and request an update by Tuesday. #RecruitingLife #FridayFun #MerryChristmas #HappyHolidays
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Did you know that job seekers can now see how long it takes your company to respond to or review applications? Great news for companies who regularly reviewing applicants, but a bit scary for those who are overwhelmed with applications. 𝐇𝐞𝐫𝐞’𝐬 𝐭𝐡𝐞 𝐠𝐢𝐬𝐭 𝐨𝐟 𝐭𝐡𝐞 𝐧𝐞𝐰 𝐟𝐞𝐚𝐭𝐮𝐫𝐞: Companies will now have ‘response time’ or a ‘review time’ on job postings. This is calculated over the last 30 days. ⭕ A “response” includes InMail, rejection (auto, null or manual) or for moving applicants past the “uncontacted” stage on LinkedIn Recruiter. ⭕ If LinkedIn can’t gather enough data to display your response time, it will display a ‘review time’ instead. ⭕ Here’s what counts as a ‘review’: InMail, rejection (auto, bulk, or manual), moving candidate to any stage past ‘uncontacted’ in LinkedIn Recruiter, application view, profile view or resume download. 𝐇𝐨𝐰 𝐭𝐨 𝐢𝐦𝐩𝐫𝐨𝐯𝐞 𝐫𝐞𝐬𝐩𝐨𝐧𝐬𝐞/𝐫𝐞𝐯𝐢𝐞𝐰 𝐭𝐢𝐦𝐞: ✅ Enable automated rejection messages to applicants who don’t meet your must-have qualifications. ✅ Add screening questions to your LinkedIn job posts and auto rejections will be enabled by default. If you don’t see it on your job posts yet, it’s on the way! LinkedIn is currently rolling out this feature. #hiring #recruiting #humanresources #talentacquisition
