Smart companies don’t wait until they have a need to hire to begin recruiting talent. Building a talent pipeline, or a database of qualified individuals you can quickly connect with when a hiring need arises, is a mark of an excellent recruitment philosophy. It is
Search for the term ‘Talent Communities’ on Google and you’ll find scores of articles with a variety of definitions and opinions. The inexorable rise of social media over the last ten years generated the idea of social recruitment which informed the notion of talent communities.
The awareness of the Recruitment Process Outsourcing (RPO) model is growing rapidly within China. Human Resources Managers choose RPO models not just for cost saving but also to execute optimum sourcing strategies for high volume and specialist hiring based on the latest processes and techniques.
How often have you heard a recruitment consultant say they don’t have time to source passive candidates? It happens all the time. Recruitment consultants get pulled into a million directions and sourcing, particularly sourcing of passive candidates, inevitably takes a back seat. Sourcing quality candidates
As part of an RPO team in a global company, we benefit from the opportunity of working with different regions. We are able to learn from each other’s experience and we get to share our point of view with the other side of the world.
Our onsite recruitment solutions have enjoyed great success sourcing passive candidates via social media. Unsurprisingly, our most lucrative channel has been LinkedIn. To a lesser extent we’ve seen some success via Twitter and Facebook as a source of hire however the success via these channels