Writing partnership into the basic recruiting sourcer job description
A typical recruiting sourcer job description will include many things: who you’re accountable to, what you’ll be doing on a day-to-day basis, etc. But what it often lacks is a vision of the strategic mark a great sourcer can make.
Employer brand: Creating and capturing unique content
You need to really look at what content your organisation is creating because if you’re not sharing fresh insights, stories and benefits you’re really missing an opportunity.
Employer brand: Developing a strategy for external and internal audiences
Your employer brand strategy and message externally needs to attract passive talent through the content you share, the positioning of your leaders, the employee stories you tell as well as focusing on information that top talent in specific role families or industries want to know more about.
Employer brand ambassadors: Empower the team to share their best stories
We all know that the career site and website will give us the formal information we’re looking for about the company, but having stories from employees is where the impact is.
Building the brands of leaders to help inspire candidates
People are looking for leadership in organisations, and it can be a deciding factor for high calibre talent when it comes to who they’ll be working for and reporting to. People want forward thinking and they’re looking for different.
5 tips for a good candidate experience
Candidates don’t have the patience or time to work things out, and if the experience you’re creating online isn’t easy, accessible and up to date then you’re missing out on top talent who know what good looks like.
Do diversity KPIs in a recruitment process get the right outcomes?
Across your recruitment processes, do diversity KPIs achieve the right outcomes? With the right support and follow-through, diversity KPIs can signal meaningful progress.
Scaling up or down in recruitment: Managing costs
Giving an organisation the flexibility to scale their recruitment team up and down, without having to make redundancies, increase their own headcount or massively increase their recruitment spend by relying on agencies is a key benefit of RPO.
Candidate experience: Balancing AI and human touch
At Hudson Talent Solutions, we work with our clients to get the right blend of recruitment automation and human touch in their processes, so that candidates feel they are going on a personal journey and are updated regularly on their application.
When should you consider outsourcing your recruitment?
Generally, there are two key things that cause the discussions of whether consider RPO or MSP solutions: the first is the cost of recruitment that the organisation is carrying, and the second is noise from the business, because recruitment isn’t working!