In times gone by recruiters filled roles as and when they became available. When an employee handed in their notice, the search for suitable candidates began. But these days, with employers and recruiters understanding the value of a candidate pipeline bursting with talent, the game has changed somewhat, and we now take a more proactive approach with the idea that being prepared is everything.
Remember that time not so long ago when we told you why you should be thinking about recruitment events in 2019? Well, the new year is already in full swing, and so it’s high time we had a quick look at this year’s biggest recruitment and talent events. And with the first coming at the end of this month, we’re just in the nick of time. So grab your calendars and a pen, it’s time to start scheduling some trips.
2018 has been a great year for recruitment. From workplace diversity to the gender pay gap, we’ve seen some great strides taken from a social perspective. Not only that but with AI continuing in its role of prominence, it has been a great year for productivity in the industry. So now comes the question; can 2019 get any better? After taking our annual look into the office crystal ball (yes, we actually have one) here are some of our predictions for recruitment in 2019.
Yes, it’s that time of year again – time for panic shopping, last-minute deals, and sitting down with the family to overeat for a couple of days. But as 2018 draws to a close, we’ve got more than festive thoughts and dreams of Santa on our minds. That’s right, as you may have guessed from the title, we’re sipping hot cocoa here in the office and reminiscing over the things we learned in the year that was 2018 and here’s what we came up with.
Did you know that one of the most powerful recruitment tools at a hiring manager’s disposal is often the one that is largely ignored? That’s right, the employee referral program that is gathering dust in your bottom drawer is one of your best bets for reducing both your time to hire and cost per hire. But what about candidate quality? Do new hires recommended by current employees really work out better in the long run?