One of the most pressing topics being discussed in current recruiting circles is the big concern around the legislation barring employers (and yes, recruiters) from asking candidates about their salary history or benefits. From industry conference presentations to Facebook group discussions, this legislation has staffing and recruiting professionals highly concerned about the impact it will have on our ability to do our jobs. Should recruiters and managers be concerned about this legislation?
Millennials. So much research has been conducted at this point about this generation that it almost seems ridiculous. They’re lazy... they’re technically savvy... they need instant gratification faster, etc. Some feedback has been good, while the majority has been focused on the negative aspects of this generation. In recruiting, however, it’s a known fact that this generation is handled differently than previous generations. Here are three best practices to appeal to our current day Millennials (from a Millennial perspective) while recruiting them:
Every new year, industry content will come out with multiple articles of the ‘New’ and ‘Game-changing’ insight and suggestions on how to become more successful in your business. This is no different for the staffing industry, with articles touting various ways to improve on recruiting. As an industry, we have started to move away from some of the most critical yet basic recruiting methods. Here are just a few of my suggestions on how to keep yourself on top of the game:
Using LinkedIn Recruiter on a daily basis, I tend to overlook some of the best features of the tool when I get into the grind. Looking at the bigger picture, here are a few of the best functions I’ve had success using:
Topics: Time Management