The Recruitment Blog

On April 21st 2015 Google is updating it's algorithm- again. This time it is going to start penalising sites that are not optimised for mobile devices. With 30% of all traffic now originating from mobile devices across the industry, this change could mark a significant shift in your recruitment process from e-recruitment to m-recruitment. 

Over the years we’ve noticed a marked shift within many companies now managing the majority of their recruitment ‘in-house’. It’s the rise of the ‘poacher turned gamekeeper’ – we’re seeing more and more agency consultants moving client-side.

Following recent reports that REC has denied 193 agencies membership, with the main issue cited as a lack of understanding in how to apply Agency Worker Regulations, Chris Bogh explains here how Eploy’s recruitment management software can, and is helping recruiters successfully manage this EU Directive

The big focus at this year’s In House Recruitment Expo seemed to be on Candidate Experience. Many speakers focused their presentation on this subject.
It’s no surprise that that this coincides with our continued economic recovery and one of the lowest unemployment rates for well over a decade. It’s competitive out there!

In last month’s blog we discussed some of the challenges in-house recruiters face in producing meaningful metrics and analytics – data that can help the decision making process and improve recruitment performance. This month, we want to take a step back and start discussing how recruitment can start to build a ‘metrics mind-set’.

Time to hire, cost of hire. Everyone wants to measure them and everyone wants to reduce them. But in a data driven age is it time to rethink how we measure our recruitment strategy?

How would you describe your talent pool? An ocean? A great lake? Or merely a puddle? In some respects the very name ‘talent pool’ is misleading, since it is not merely its expansiveness that helps us to achieve our recruitment goals.

If you’re looking for recruitment software you’ll likely be overwhelmed with the vast amount of choices available, overcome with endless functionality promises and possibly a little bamboozled by overly technical feature lists.

In Part 1 you set up Google Analytics on your careers site. Then in Part 2 you created a goal to measure your sites performance against a key recruiting metric. Now we're  going to take a look at how your mobile candidates are using your site and what size screens they are using, this is useful information for building a business case for investiong in your mobile recruitment strategy.

Once you have set up Google Analytics on your recruitment site you can start setting up Goals to monitor whether you are achieving your objectives. By way of example we are going to consider a simple goal that will monitor candidates registering on our careers site.

When investigating software to assist your recruitment function it’s easy to be overwhelmed by feature lists and the latest ‘must have’ functionality. The key to finding the right system for you is understanding if and how the technology will help you to achieve your recruitment goals

The key to success is to keep your processes simultaneously ticking over which, when you think about it, is a lot like juggling.