If you are part of a small engineering team, you’re more than likely going to end up interviewing another engineer at some point in your career. We all know that being an interviewee is a boondoggle of scheduling, phone screens, code tests, and communication breakdowns. What no one talks much about is that once you’re […]
In the last two years, a new creature known as the “data scientist” has emerged as one of the must have hires for many firms… How does one go about hunting these camouflaged “purple squirrel” scientists?
According to a survey conducted by Corporate Responsibility magazine, 75% of Americans wouldn’t take a job with a company that had a bad reputation, even if they were unemployed. With the top candidates getting a choice in where they work, your employment brand makes a huge difference in whether top candidates flock to your company, or whether you continue to attract more mediocre and under qualified candidates.
In the recruitment space, we’re constantly hearing about active versus passive candidates and, to complicate things further, we’re also starting to hear about semi-active candidates, tiptoers, and more. The fact of the matter is that you’re really just trying to find the best candidate, and that candidate may be unemployed, employed but looking, employed by not looking, or employed and not open to a new opportunity. You won’t know until you find, and speak with, them. But the different types of candidates have different motives and levels of interest, so your recruitment strategy must appeal to each group so you can effectively find, recruit and hire the best candidates.
With the current unemployment rate at 7.9% and 69% of employed workers willing to consider a new job, it should be a lot easier to get a conversation going with candidates. What’s keeping candidates from contacting you back, and what can you can do about it?