With many Canadians working well into their 60s and deciding to put off retirement for a few years, the 55+ candidates have become one of the hottest commodities in recruiting.
Public Relations and Communications has evolved significantly over the past 5 years. The evolution of digital and social media has allowed ‘word of mouth’ to move at a very rapid pace and, now more than ever, digitally savvy consumers are debunking traditional advertising methods and seeking the opinions of friends, industry experts and celebrities.
“So you’ve found the perfect candidate. You offer them the job and they accept! Everything is going swimmingly, recruiter life is good. But then in a couple of days…maybe a week or two, you get a phone call or email from that perfect candidate saying that they’ve decided to stay with their current company because they’ve been given an offer that they can’t refuse.”
While most of the attention in the recruiting industry is focused on finding and hiring top candidates, this is just one part of the equation. Many companies relax once they make a big acquisition – something that could be a big mistake.
The need to better understand and attract millennials is only going to become more important to your company’s success as more and more baby boomers retire in the next decade.
A common question that is debated in recruiting circles revolves around what you should focus on when hiring. Should you focus on hiring for personality or skill?
Hiring the perfect candidate is the goal, but we all know this doesn’t always happen. Even if your organization has the best intentions, hiring can be a difficult and time consuming process.
A recent study found that 76% of full time employees are ACTIVELY looking or open to new career opportunities
Hiring better is the key to rapid growth in any company — your people are your greatest asset. Our managing partner, Bruce Powell, went on camera to share 5 winning strategies to grow your company FAST by hiring smarter.
