newsfeed

It can be hard to find the right candidate when hiring for an open position, particularly if you’re looking at a mixture of internal and external applicants. Hiring an internal candidate is beneficial to businesses for many reasons.

Basically, understaffed is a synonym for short-staffed. It means that a business doesn’t have enough employees to operate satisfactorily.

London, UK, 28 April 2022: JobAdder, an innovative B2B, cloud-based SaaS platform designed to help make recruiting more efficient and joyful for everyone, has announced that James Payne, a veteran in the recruitment and SaaS software space, is joining the company as its first Vice President of EMEA.

The recruiting process has continued to evolve and grow throughout the past few years. Potential candidates have changed the way they are conducting their job search, and employers have started to change the way they look at job postings.

Personal data, especially sensitive data, has become a major talking point across all aspects of our digital lives. As individuals and internet users, we’re more aware than ever of how our data is collected, processed and stored.

Building a diverse workforce is not just a nice-to-have. It’s the right thing to do and it improves team satisfaction, increases productivity, drives innovation and reduces staff turnover.

Randstad and Get Skilled Access are conducting a pilot program to revolutionise how Australian companies and recruitment agencies recruit people with disabilities.

Global recruitment software provider, JobAdder, is partnering with bias-free hiring platform, Diversely, to roll out a new integration that will help hiring teams source and secure diverse talent.

Hiring the top talent for your company means having a well-organised and comprehensive hiring process that’s designed to attract the best candidates for the job. Small business owners and new agencies hiring their first employees may not know where to start.

In traditional organisations, job titles, especially the prefixes Senior and Junior are considered essential. These determine hierarchy, the scope of work, salary bandwidth, benefit package eligibility, where you can sit, whether your emails are prioritised and other factors.

Recruiting new employees is stressful, especially in the current job market. Building a cohesive, well-oiled team may seem impossible, but there are several simple changes you can make to ensure your recruitment team reaches its full potential.

Thinking about how to start a recruitment agency? While launching your own agency can feel overwhelming at first, there are some clear, practical steps you can take to get started with confidence. This isn’t a full-blown how-to guide, but it’s a useful starting point.

In the wake of the COVID-19 pandemic, many businesses have revised their employee value propositions (EVPs) as they try to attract the best talent in a candidate-short market.

With many businesses returning to the office and resuming back to ‘normal’ operations, it seems like everyone is hiring. Demand for recruiters has never been higher, whether on the agency or internal side, many recruitment agencies are recruiting recruiters (say that sentence three times quickly!).

If you're looking to improve your hiring process, consider using unique interview questions. Deviating from standard job interview questions can both provide a glimpse of company culture to your candidate and help you gauge how well a candidate might fit in with your team.

We’ve got some big news… The JobAdder brand has been refreshed and we’re bringing some much-needed joy to the recruitment and talent acquisition space! Our mission is to make recruitment more efficient and joyful for everyone involved, so it was time for our brand's look and feel to reflect that.

One of the most significant challenges recruiting teams can face is the hiring process itself, as substandard hiring decisions can result in negligent performance and high turnover rates. Adopting data-driven recruitment can help companies avoid human errors during hiring.

Sourcing is part of the recruitment process and is therefore typically carried out by the recruitment team. However, there is a distinct difference between sourcing and recruiting.

So, you found a great candidate for a position, but the candidate withdrew unexpectedly? If this happens frequently, it may be time to look more closely at why your top candidates withdraw their applications and come up with a solution to fix it.

A job advertisement is often what gives potential candidates the first impression of your company. So, your job ad not only needs to include all the right information, it also needs to be well-written and intriguing enough to compel the right applicants to apply.

The candidate experience is one of the most important parts of recruitment and talent acquisition. In order to nurture and maintain a large talent pool of qualified candidates, you need to create a great candidate experience.

A talent strategy focuses on attracting, recruiting and retaining the right talent for your company. Talent is a critical component that gives companies a competitive edge over competitors.

Talent acquisition and recruitment are often used interchangeably, but they serve different purposes in shaping a successful workforce. Recruitment is about addressing immediate needs — sourcing, screening, and hiring candidates to fill open roles.

The S.T.A.R. method is a popular framework for tackling behavioural interview questions – helping candidates give structured, thoughtful responses that go beyond surface-level answers.

Now more than ever, candidates care about who they choose to work with, as much as they do about getting the job. Even before starting the application process, a candidate will likely assess your careers page first, and make judgements from there.

For years, recruitment relied heavily on phone calls, email threads, and face-to-face interviews. But with the rise of technology, video interviews — conducted over platforms like Zoom or Skype — have become a standard part of the recruiting process.

Does your construction company rely on a reactive talent acquisition strategy where you post jobs and wait for the candidates to flow in? It’s time to make some big changes.

Only a decade ago employees would take their packed lunches and commute to offices with their colleagues where they would work at the same desk for eight hours a day, five days a week.

Whether you’re a small business or an enterprise-level organisation, a massive part of owning or running an organisation involves ensuring it complies with external and internal regulations and policies to protect it from the risks caused by non-compliance.

In the fast-paced world of recruitment, leveraging the right tools – such as an applicant tracking system (ATS) – can significantly enhance your recruiting process.

Integrations must be the backbone of your recruitment tech stack, as automation without integrations is just a half measure. Imagine taking the bus from home to the office.

One of the biggest benefits of tracking your recruitment agency’s business development is predicting dips in revenue before they happen.

Struggling to train recruiters in your recruitment agency on new tech tools and features? There’s a number of initiatives you can implement to help them make the most of their tech. But first, what’s the core barrier that slows recruiters down when adopting new technologies?

We all know that trying to do maths (*cough* temp margins *cough*) is the absolute worst. We dropped it as a subject in high school for a reason and we shouldn’t have to do it every day at our job.

It’s clear that mental health support has become an important focus for businesses and employees alike, particularly throughout the COVID-19 crisis and the stresses of ongoing lockdowns.

With more teams shifting to flexible and hybrid work models, having a thoughtful remote onboarding plan isn’t just helpful — it’s essential. Remotely onboarding a new employee presents a very different challenge from traditional in-office onboarding.

Active listening is one of the most important skills to instil in your recruiters. Sales skills, time management and other areas all have their place. However, if your recruiters can practice active listening and show empathy to clients and candidates, you’ll see them go from strength to strength.

For many new recruiters, the last year has been a trial by fire, with many forced to learn the ropes of recruitment in lockdown. Rachel Knox, a recruiter with Everest People in New Zealand, started her recruitment career on the first day of the New Zealand lockdown last year.

Hiring freezes can turn everyone at your recruitment agency stone-cold, right? Many unknowns exist in the staffing industry.

Talent acquisition professionals and recruiters alike are struggling to source and place the best talent during the continuous upheaval of the COVID-19 crisis.

“You don’t know what you don't know” is a phrase that we’re all very familiar with, and in the recruitment industry today, obtaining a clearer understanding of a candidate's past through background screening is crucial when making the right recruitment decisions.

As the COVID-19 crisis continues, companies are looking at how they can re-skill and upskill their employee and improve retention in a tight talent market through learning and development.

Crafting the perfect job description is an art form, and it's not something employers should take lightly. As the world continues to progress towards inclusion and acceptance on a larger scale, more companies want to post gender-neutral job ads to encourage people of all identities and pronouns to apply.

Wondering whether your agency should offer a contingent or retained recruitment model but not sure how they differ and what would work best for your agency? We’ve got you covered.

Our mindsets affect every part of our lives. How we view ourselves, others, and the world around us. If your headspace isn’t good, it could impact your work and how you grow your agency.

If you’re thinking of switching your applicant tracking software (ATS) provider but you’re worried about how long it will take or what’s actually involved, fear not. We’ve got you covered.

Over the past four years, I have seen a huge range of issues that talent acquisition teams experience when trying to purchase and implement a new applicant tracking software (ATS). Every organisation is different, with varied purchasing processes, expectations and stakeholders.

When you’re recruiting for a company that truly values diversity, equity and inclusion, that commitment should show in their job ads. Inclusive job ads use language that avoids biases against women, LGBTQI+ individuals, people with disabilities, people of colour and other underrepresented groups.

Diversity, equity and inclusion must form the foundations of any business today. Around the world, people are learning more about unconscious bias, discrimination, inequality and systemic problems.

The ANZ recruitment market is experiencing some real joy in 2021 with the recent release of JobAdder’s global report, revealing a bunch of eye-popping first quarter figures.

SEO can help recruitment agencies reach more relevant employers and job seekers through organic search, reducing reliance on job boards and paid advertising.

“According to the greatest recruitment clichè of all, most recruiters ‘fall into’ the industry. It’s a career that few seek, and even fewer stay working in long term.” And so begins industry leader Greg Savage’s recollections, built up over 40 years in recruitment, in his new book The Savage Truth.

It was 1999 when Nick Waterworth and Paul Lyons started Ambition in a tiny Sydney office. No pun intended, but they had ambition in spades and building a little cottage industry business was never on their radar. But here’s where things got interesting.

When Hays released its fifth Global Skills Index earlier this year, it confirmed what many recruiters already knew — securing top talent is getting tougher.

No recruiter enjoys sending rejection letters — especially when the candidate showed real promise during the interview. It’s a tough part of the job, and with dozens (sometimes hundreds) of applications to manage, finding the time to craft thoughtful responses can be a challenge.

An unfortunate reality in modern recruitment is that hiring processes are often shaped by unconscious bias. Studies have shown that factors like age, gender, race and disability can unintentionally influence decision-making — often without recruiters realising it.

RPO, BPO, LMS… Recruitment terminology can be almost as complex as marketing talk when it comes to industry lingo. A hot desk and a cold desk are two terms that apply specifically to the recruitment industry and chances are, you may need a refresher. Want to find out the temperature of your desk?

Finding candidates has become a hot button topic for recruiters. Today, there are even more tools to help power you to find qualified candidates for every position.