Simplicant blog

Simple Ways To Getting Past Job Gaps

Category: Hiring Trends, Simplicant blog

It’s no surprise that hiring managers and recruiters spend very little time doing a first pass on the deluge of candidate applications they receive. In fact, they typically spend no more than six seconds scanning a candidate’s resume. With that in mind, a candidate must pay attention to those areas in a resume or profile that the employers and recruiters are most interested in.

Build Strong Recruitment Campaign With Social Media

Category: Recruiting, Simplicant blog, Social Recruiting

Social media and recruiting are a match made in talent acquisition heaven. The evidence is clear: this report reiterates the continued growth of social networking platforms and the increasing amount of time users spend on these. Another confirms the reliance on social networking sites for talent sourcing and recruitment campaigns. When you put the two together, the benefits are obvious. But, what if you have never created a social recruitment campaign? What if you are just getting used to this whole social thing? Check out these tips to build a social media driven recruitment campaign, ensuring you are reaching the Read more

4 Additional Hiring Mistakes Startups Make

Category: Employee Referral, Hiring Trends, Recruiting, Recruitment, Simplicant blog

A recent New York Times article outlined the top 10 rookie mistakes entrepreneurs are likely to make, such as believing that they have advertising sussed out and saving money on professional advice. Let’s take a look at some of the hiring mistakes startups usually make when it comes to building a team. How can these be avoided? Check out our list of additional hiring mistakes startups make (and how to fix them):

Candidate Management: Keep Applicants Informed

Category: Applicant Tracking System, Hiring Collaboration, Recruiting, Recruiting Process, Recruitment, Simplicant blog

Are recruiters doing all they can in terms of candidate management or are they letting the best and the brightest slip away through the system? Even worse, are they damaging their own brands by failing to answer that email or pick up that phone call? According to a recent survey, 77 percent of those polled said that they did not hear back from a company after applying, which made these applicants think less of an organization that shows poor candidate management. Further, 90 percent reported that they would feel better if they would simply get back some sort of feedback Read more

Talent Acquisition Strategy: Attract Right Employees

Category: Recruiting, Simplicant blog

Attracting the right employees for a company’s open positions can be a nightmare for the human resources department, without a talent acquisition strategy in place. Oftentimes, applicants are missing that crucial element that makes them remarkable, from their actual accomplishments to the right endorsements. Plus, hiring the wrong candidate can cost employers anywhere from $25,000-$50,000. That’s definitely not a trivial amount for an organization of any size and especially for startups and growing companies. There are some tactical measures, that go along with a company’s talent acquisition strategy, that can assist hiring managers to nab the brightest candidates, mainly by Read more

Social Recruiting Strategy & Facebook Capabilities

Category: Hiring Trends, Recruiting, Simplicant blog, Social Recruiting

Facebook — the largest social networking platform — went public a few weeks ago, and not everyone may have been able to “like” how the market reacted. Regardless of where the stock price is, there’s no question that Facebook has been a pioneer in bringing change (good and bad) in regards to how people communicate with each other, from its initial beginnings in a Harvard dorm room to the major makeover known as Timeline. The recent uproar regarding Facebook’s IPO may be shifting attention to a debate around the value of the stock. The reality is that Facebook is a Read more

Writing Job Descriptions To Fit Your Hiring Needs

Category: Hiring Trends, Simplicant blog, Smart Hiring, Talent Acquisition, Talent Sourcing

If you’re experiencing a pattern of finding the wrong candidates, whether they aren’t meeting minimum qualifications or don’t seem to “fit” within your culture, how you are writing job descriptions might be the culprit. Often overlooked, writing job descriptions properly plays a crucial role in attracting talent to a company’s open positions and hence deserve special attention. They help to build a talent pipeline that suits the needs and goals of an organization. A common problem while writing job descriptions is that they fail to properly articulate the requirements and the specific characteristics of the job that would make it Read more

Unemployment Bias Can Lead To Missed Opportunities

Category: Hiring Trends, Recruiting, Simplicant blog

In addition to mass layoffs and a high unemployment rate, another undesirable and somewhat lasting outcome that can be associated with the recent US recession has been a practice by some recruiters and HR departments to refuse hiring the long-term unemployed. It’s a paradox that has frustrated job seekers, riled up legislators and serves only to impede the recovery of a struggling market. It’s aptly named “unemployment bias” and, unfortunately, is not recognized as a protected class, like race, age, or gender.

Build A Broad Perspective – Get The Facts

Category: Recruiting Process, Recruitment, Simplicant blog

Finding the right people to fill your company’s open positions goes beyond simply advertising the jobs through various channels and marketing them to your talent communities. Before taking the next steps in the hiring process, you need to verify the accuracy of the top candidate information in terms of their education and experience. Here are several ways to ensure you get the facts you need: Use referrals Employee referrals are one of the best ways to find quality, credible candidates for your openings. Workers don’t often refer someone who they don’t know well or don’t feel would be a good Read more

Stuck In Middle: Reaching Out To Gen X Candidates

Category: Recruiting, Simplicant blog

In between the growing numbers of Generation Y (Gen Y or Millennials) professionals entering the workforce post graduation and the Baby Boomers who want to remain working longer than their predecessors, you will find Generation X. Roughly between the ages of 32 and 52, Gen X-ers are currently the smallest working population – yet, they are resilient and often forgotten when recruiting efforts arise. Companies see the value of the tech savvy Millennials and the work ethic of the Baby Boomers, but what do Gen X-ers bring to the workplace? Traits of Gen X Self-reliant and like minimal supervision – Read more