Recruitment articles at their best

The possibilities and resources of the internet to advertise and search for job vacancies or candidates are endless today. There are numerous job portals and social networks. And this article mentions the best of them.

We offer to look at internal and external recruitment features in detail. Internal recruiting is hiring a new employee from the company’s current staff. External recruiting is hiring a new employee from outside the company. Both of these methods have the advantages and disadvantages.

LinkedIn is the world’s largest online network of professional contacts. Moreover, with its assistance, you can find an internship, start a new professional relationship, find business partners for your unique project, or new employees for your company. Given today’s realities, this network is a handy tool for finding and hiring personnel.

ATS cannot replace the recruiter. Nevertheless, as we have proved above, it can significantly facilitate and optimize their work. Plus, it can reduce the cost of this work, which cannot but please employers. By delegating routine processes to the system, the recruiter can work more efficiently and devote more time to solving more complex, intellectual tasks.

We want to share our personal experience of refusing a candidate. No matter what kind of tactics you choose when refusing a candidate, try to be extremely polite and honest. Don’t burn the bridges out. The candidate you turned down today may become necessary to you tomorrow.

Sourcing candidates is a pure search. Sourcers find suitable candidates through active sourcing and then presents the recruiter with all the obtained data and goes on to source candidates again. When building your sourcing strategies, you should use the tips given above. The main thing is that your strategy must work and allow you to quickly and efficiently find suitable candidates for your positions.

A candidate’s experience is a series of interactions between the candidate and a particular company through the hiring process. Speaking about candidate experience in recruitment, it is evident that both positive candidate experience and negative candidate experience can significantly impact the entire quality of recruitment in the company.

A job offer is one of the crucial stages of the recruiting process. Perhaps, it is the most important one because the final result of the long and painstaking process of hiring the specialist that precedes it will depend on how well the job offer is made. Therefore, take it responsibly and don’t forget our advices from the article.

Hiring employees is a serious and responsible step, regardless of its size. And only you, as the business owner, can decide when you need to hire a new employee. Therefore, when you need recruitment, it is essential to weigh all the pros and cons, analyze possible scenarios, and then, as a result, get quality growth, and open new horizons for your business.

Let us figure out in more detail what a candidate profile is and what should be included in the ideal profile to get a perfect result based on the experience of OnHires. And the better the profile quality you create, the better your candidate will meet the requirements of the position you are eager to fill.

Writing a perfect resume that grabs the recruiter’s attention for more than seven seconds is not hard. It is enough to take a responsible approach to its compilation and consider the nuances listed in this article. And then the coveted invitation to the interview, and, after that, the offer of your dream job is practically in your pocket.

The importance of job description in the recruitment process cannot be overestimated. The job vacancy, and the description of job duties and central functions should include several other mandatory things, like the company’s mission or work conditions. However, it is essential to understand that job postings should provide all the needed information to classify the position, not a specific person.

Every hire project begins with an intake meeting. And it is no secret to anyone that the results of this intake meeting with the hiring manager will positively or negatively impact the entire recruitment process. For some reason, many managers and client management representatives need to pay more attention to the importance of intake meetings.

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.‍