Recruitment articles at their best

Recruiting AI specialists is becoming crucial for companies that want to stay ahead of the competition and embrace innovation. And by targeting candidates with the right skills and experiences and considering soft skills, diversity, and remote work, recruiters can build a talented team of AI professionals to drive business growth and success.

Let us look at the main stages of hiring Web3 workers in more detail: job posting and Web3 job boards, screening, interviewing, including initial interviews and technical interviews, reference checking, making job offer, onboarding.

Recruiters are nowadays performing a complex task hunting for both active job seekers and passive job seekers, especially in IT recruiting. We will try to determine the difference between active and passive candidates. Plus, we will learn more about the ways of finding and hiring candidates.

Recruitment concentrates on immediate hiring needs. Talent acquisition concentrates on strategic long-term goals and proactive approach. Talent acquisition focuses on attracting passive talents, planning human resources and finding appropriate candidates for positions that require a very specific skill set, building effective talent pipelines, planning onboarding, nurturing relationships over time, thinking about current candidate experience and future employee experience.

Interview with the OnHires CEO Vasco Grieg about subscription recruitment: "More and more companies are coming to the understanding that it is much more effective to utilize the services of professional recruiting agencies. The near future belongs to subscription recruitment!"

Subscription-based recruitment is one of the most profitable hiring options for a company that regularly recruits new employees. RSS, or, in other words, embedded recruitment, implies fixed monthly payments throughout the entire period of the subscription. We successfully work with subscription recruitment and have experienced teams of sourcers and recruiters that can be placed at your complete disposal.

Looking ahead, the use of AI in business is assumed to continue increasing, and the demand for AI talent is likely to multiply. As stated in the report by Gartner, by 2024, AI will have created 2.3 million jobs while eliminating 1.8 million. This means that while some job roles may be automated, new job roles will also appear thanks to the rapid development of AI technology.

The cloud computing industry is a promising business area. Therefore, the demand for qualified cloud specialists will only grow in the coming years. So, save precious time. You can find the information about cloud computing in general, and about finding necessary workers possessing unique skills to maintain the field.

Should the salary range be included in the job advertisement or not? This is a widespread question that worries many employers. Moreover, some are in favor of indicating the salary in job posts, whereas others are categorically against it. To date, the outlook is that more and more companies will soon be disclosing how much they will pay.

E-recruitment is convenient, cost-effective, and efficient. LinkedIn estimates that over 80% of recruiters have already accepted remote recruiting. At the same time, the rest consider remote hiring a new standard and are mastering remote communication and business netiquette.

Recruitment metrics provide an objective view of the value and effectiveness of the recruitment process. These metrics are specific indicators or data points used to track, manage and optimize recruitment processes. In short, these measurements help recruitment agencies evaluate the quality of their hiring process and the effectiveness of their hiring strategies.

Today, there are many opportunities and channels for finding personnel. But if your company does not do this professionally, it will take a lot of time and effort to find and hire the employee you need. The best way, especially if you need to fill the vacancy with high quality and in the shortest time, is to turn to professionals, that is, to a recruiting agency.

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.

Pay-per-hire end-to-end recruitment is an ideal decision for any company, especially, to begin the collaboration. Pay-per-hire recruiting is based on the salary percentage pricing model. This model allows the agency to receive a percentage of the candidate’s annual salary. Clients pay fees after successful vacancy closing.

The main reasons why you should turn to professional recruitment when you need to hire new employees are saving time and human resources. The other benefits of outsourcing also are visible to the naked eye. It remains only to take this into account and use it in your further business practice so that it is even more effective and advanced.