Skillgigs is here to teach you industry tips and best practices for you to land top talent.
The shift in the way the world utilizes the internet, from desktop to smartphones, has been dramatic, to say the least. According to a global report from We Are Social, the number of smartphone users worldwide, officially crossed 5.135 billion in 2018.
Are contingent workforce trends high on your agenda for 2019?
Learn which trends should be in your business strategy in the Skillgigs’ 2019 External Workforce Trends & Data Insights eBook. About the book:
- As any C Suite executive knows, having a strong external workforce program is essential for their business in 2019.
- Understanding the talent pipeline, contingent labor trends and how direct sourcing can fill unexpected gigs, will significantly save time and money for your company.
- Learn the benefits of direct sourcing and workforce management apps and how it can affect your business’ future in 2019.
Do you know how you are going to win the war on talent in 2019?
See our latest data-driven insights on what should be high on your c-suite agenda for the coming year.
View the full infographic on everything you need to know about the Workforce Trends & Data Insights.
If you are in the position to hire a Software Developer for your company, you know this is one of the most critical roles to fill and can have a huge impact on the progression of business.
Glassdoor reported last year that it takes 120 candidates to make 1 Engineering hire. Software Developer jobs are very tedious to recruit for and can be frustrating at times…but making the right hire is the most important thing you can do as a hiring manager.
To take the load off your shoulders and guide you through this tedious process, here are 11 tips for hiring a software developer.
Today, we are exploring the 1 thing on all recruiter’s minds:
“How do I win and get the talent that everyone wants?”
Frankly speaking, the battle for hiring top tech talent is a bloodbath.
These potential employees make all the difference to your company, and having the right strategies under your belt will attract the best talent and help you win the fight for top talent.
So, what helps you win? After some extensive research on the interests of talented baby boomers, Gen Xers, and Millennials, we found the target market for employment ALL have high expectations for their work environment and companies can’t expect to win them over without updating their tactics.
Without further ado, keep reading for 4 reasons to up your employee motivation strategies in order to WIN THE FIGHT FOR TOP TALENT.
The future is here and the future is now.
Automation and AI within the hiring and HR space are top trending topics that are being used within our very own industry.
Within the past couple of years, these tools that once helped with recurring tasks and workflows have advanced exceedingly.
Allowing them too efficiently and effectively help with all parts of your recruiting and hiring process. Roy Maurer of Society for Human Resource Management states, “Recruiting automation can be found at all stages of the hiring process, from candidate sourcing and engagement, through scheduling and interviewing, to final selection.” As an HR team discovering these tools can be an intimidating task. However, understanding and utilizing these new technologies pave a way for a proactive pipeline of your hiring process. Read more for 4 ways you can automate your hiring process.
Artificial Intelligence has breached its way from sci-fi movies into our everyday lives.
It’s in your social media, your phone and even in your work.
As an HR professional, AI is a new and hot topic that industry leaders are using and if you don’t have an opinion about it yet, allow us to help you understand the pros and cons of AI, based on our employer usage.
Within the HR space, we see all levels of professionals face the same challenges when it comes to finding talent and doing this cost-effectively.
From an entry level recruiter to the Director of Human Resources, everyone makes the choice to try new methods and new tools to make their recruitment quicker and bring down the cost per hire.
Of course, with those choices, comes risk!
“How do I know I can make the hire within a reasonable time frame, if I am paying for LinkedIn Recruiter?” and “What is the ROI if I pay this amount of money to Indeed?”
And of course,
“Do I calculate cost per hire based on actual hires? Or are there other methods to measure the ROI on my recruitment tools?”
These are all questions us HR professionals need to ask ourselves, as we evaluate the success of our hiring and the make decision to use a tool, long-term. And with that, HR Tech has advanced significantly over the years, making our metrics that much more complicated.
Since this territory comes with a lot of “what if’s?” and not as many guarantees as we like, here are our methods for considering cost-per-hire and how to avoid becoming “Penny Wise and Pound Foolish” with your recruitment. Continue reading “4 Methods to Determine Recruitment ROI”
Fail may seem like a harsh term, but it’s time to face the cold hard facts.
According to the CBRE report in “Scoring Tech Talent in North America 2018,” places like San Francisco Bay Area and Seattle, WA, (two of our biggest client markets, by the way) are scored as the top-ranked tech talent markets. Yet, both these hubs experience something referred to as “brain gain,” which means they are creating more jobs than there is tech talent available. *(Read more about the tech talent market reports and research from CBRE here).
So how do recruiters from these ‘brain gain” locations get away from this classic supply & demand conundrum? Here are our 3 fundamental reasons companies fail to attract top talent AND how they can fix it.