Recruitment articles at their best

There is a lot of insights about job search and recruiting process. The recruitment statistics given in the article may be interesting and valuable for your work.

I conclude that both HR manager and People managr are essential for any successful company that plans to succeed even more. It is vital to see the difference in their duties. When you know precisely the role of each of these professionals, it is easier to determine how each of them can contribute to the company.

The stages of personnel selection in global IT recruiting are practically the same as in any other field of business: acquaintance with the applicant’s resume, initial screening, an interview with the recruiter, a technical interview, a meeting with the head of the department or CEO, a job offer.‍

Nowadays, numerous easy-to-use and reliable tools can help you make your business more effective and your workflows more accessible and productive. This article presents some of them that OnHires successfully uses in its work and recommends to others.

While interviewing an applicant, the recruiter has to glean as much information and make as many conclusions as possible in quite a short period. We are presenting the interview questions the recruiter should avoid and should ask the candidate.

The essential thing in recruiting is the communication and well-built collaboration between the sourcer and the recruiter at all stages of the recruiting project. But there is quite a lot of confusion around the recruiter's responsibilities and the sourcer’s ones in the recruitment process. That is why I am here to give you a hand with understanding the difference.

In recruiting, conducting an interview is one of the critical tasks because a successful job interview is already half the success. And it is not a secret that such an interview cannot be offhand. Here is some helpful information for recruiters concerning the recruiting process in general and conducting interviews in particular.

Based on the social media accounts of an applicant, an experienced recruiter can compile a complete dossier on this person, having added the puzzle elements missing in the resume and not clarified during the online or offline interview. It's an extra instrument in the recruiter work.