For the results of the business and the job satisfaction of your people, ongoing training and development is absolutely essential. People need training to perform, thrive and succeed. But that doesn’t mean people will see the value of training for themselves – or look forward to the prospect of yet another course.
At Recruitment Juice, we’ve always put people at the centre of everything we do. We’ve seen how a fresh, interesting and enjoyable experience helps people learn. And now we’re taking that even further by making learning an opportunity to do real social good.
Artificial intelligence (AI) has been making waves in the world of talent recruitment and human resources (HR) since 2017. The optimism of AI in HR is shared by 96% of senior HR professionals who believe AI has the capacity to improve talent recruitment. Needless to say, AI’s prevalence spans beyond the human resources industry, it’s also the talk of the town in industries such as manufacturing.
Whether we’re keen on embracing technological progress or not, AI is set to transform talent acquisition processes as we know it. In 2017, Ideal reported that 13% of HR managers regularly utilise AI in their line of work; 55% of them are noticing patterns of AI being incorporated daily in the next five years. With these hopeful projections, there are four AI-attributed capacities that will demonstrate how digital intelligence can benefit your future talent recruitment processes.
Hiring mistakes can cost your company time and money in lost productivity. Having a qualified talent manager is key to avoiding snarls that could result in a lawsuit.
I can remember when I first got into the recruiting game hearing about special training sessions being run for ‘experienced perm consultants only’; or perhaps for those consultants considering a move into the Executive Search space.
Every few weeks a group of carefully selected consultants (who had received the exclusive invitation to attend the workshop) would disappear into the boardroom at lunchtime for what appeared to be some kind of ‘initiation’ or ‘right of passage’.
In today’s tech-savvy world, social media has become the technology no one can ignore. Hitting an all-time high in the beginning of 2018 with 83 percent of the UK adult population utilizing one or more social platforms, social media is no longer just for fun. As usage increases among all ages, the purpose of social media is expanding into the workforce. Employee engagement efforts in particular are reaping the benefits of properly utilized social media.
While happy employees are a key to success, we’re explaining just how you can keep your team engaged with these modern tools.
I’m sure we all have a few “life lessons” that we have learned or picked up along the way that, for whatever reason, have made a particularly strong impression.
When I was in 1st grade I distinctly remember Mrs McIntyre telling us that it was rude to point at other people when you spoke to them. Sitting there in front of her on the “mat” we must have all looked a bit puzzled, because she then said, “When you point at someone you still have three fingers pointing right back at you anyway”.
I can picture you all testing Mrs McIntyre’s theory right now …
Then nearly 20 years later, during the first week of my induction into the recruitment industry, Carla the trainer said, “Just remember… when it comes to working with clients and candidates you can never assume”.
Although we weren’t sitting in front of her on a mat, some of us must have still looked a bit puzzled, because she then wrote in big letters on the flip chart paper “because it makes an Ass out of U and Me” and underlined the letters making up the word “assume” in different coloured markers.
Isn’t it strange the lessons we choose to recall …
Even in the last three weeks I’ve already found myself having a few “Carla and her coloured markers” flashbacks while speaking to a handful of clients and recruiters.
She was right. When it comes to dealing with our clients, as recruiters we can never ever assume.
As a human resource officer or professional recruiter for a staffing agency, your job involves staying up to date on the latest advancements in technology, implementing new strategies to recruit the best candidates and assessing the talent of the individuals who walk through your doors for placement. The true challenge lies in retaining that talent.
Mentoring programs have shown great results in helping clients and companies achieve higher retainment rates. A successful mentoring program will align with the overall mission of the business and help candidates, executives and employees work towards achieving long-term business goals.
Here are several important steps that will help you shape your mentoring program:
Remote work is on the rise thanks to the wide range of benefits it offers to both employers and employees. The evidence is clear that remote workers on the whole are happier, healthier and more productive than their office-bound counterparts. In the digital age, it is also becoming easier than ever to start and run your own home-based business.
Successful home-based businesses will eventually need employees, however, and recruiting for a client who’s running a home-based business can be a challenge.