The impact of having an employer brand is real-and its effects on recruitment undeniable Employer branding is how you “market” your company to potential candidates AND internal employees. Companies with strong employer brands enjoy many benefits in terms of bottom-line impact, candidate attraction, and return on investment. Research from LinkedIn has shown that companies with positive employer brands have new hires that are 40% less likely to leave after the first 6 months. It’s undeniable that the fight for talent is not going anywhere and your branding impacts whether qualified candidates will decide to join your team or your competitors.

You’ve most likely heard the term, “The Great Resignation”. With so many open roles and candidates, it almost sounds like a dream come true. Except, it isn’t If you are currently recruiting you know what a tough labour market we are in, and that the talent competition is heating up. What can you do to make you stand apart- give you that competitive edge? It’s all in your approach to recruiting. Transactional or Consultative. The Transactional vs Consultative approach to recruiting A transactional recruiter tends to focus on the present moment with a focus on speed. Their time and efforts

Remote work will continue beyond the pandemic. Perhaps not at the levels during the thick of the shutdowns in 2020 here in Canada but, we are seeing a trend with our clients that suggests that remote work will continue to be part of workforce planning for the foreseeable future. Adapting to the new normal of recruiting virtually during the pandemic meant we needed to stay on top of the best way to keep the hiring process moving along for our candidates and clients while ensuring pandemic-related safety and compliance requirements were met. Fortunately for us, we had only a short

Recruiting is changing. The change is in line with the rapid shift toward a global marketplace. Recruiting Concepts would like our valued and future clients to know that we can help them out with their local hiring requirements as well as their international hiring requirements. Recruiting Concepts is happy to announce that we have joined an international network of Executive Search firms: IPTER.NET. We can now help our clients with their recruiting needs in more than 45 countries and 6 continents with our team approach. This team operates from 80+ offices with 630+ people altogether. Our main areas of competence within this

Recruit Faster. Hire Better with Jobilla What if you could hire faster and better than your competition-even in today’s tight labour market!   Enter Jobilla, a recruiting software that allows you to reach that elusive 75% passive candidate market while saving you time and money. Designed with the candidates’ point of view, Jobilla reaches candidates through social media integration and lead generation tools that lure them in with interesting content about you and your organization.   “Traditional methods of recruiting only get you ¼ of the potential candidates available”   Often the best candidates for your position are the ones already

Specializing in complex hiring requirements, Recruiting Concepts works as your strategic and highly consultative partner. Our ability to access talent pools unique to your organization and penetrate passive markets ensures that we find THE candidate that fits your role perfectly! Your job posting is selectively distributed to both Major and specialty job boards. Postings include Domestic, International or Remote opportunities Effective and precise AI pre-screening tailored to your requirements Your unique culture and mission are highlighted Candidates find it easy to follow the screening process Delivers the top 2% of the candidate pool Recruiting Posted on select job boards and

Sooner than anyone could have predicted, COVID-19 changed our world at work. It disrupted workplace culture, accelerated the need for strategic initiatives in talent management and altered recruitment and talent retention dramatically. To keep ahead, recruitment must be agile to best position your organization ahead of uncertainty. But how? The following three areas are key as you build your recruitment strategy: core skills, workplace culture and technology. Basic candidate requirements such as cultural fit, strong communication skills, the ability to work in teams and have a growth mindset, haven’t changed in this environment-but it’s the addition of new skills such

If you break down the double negative, this statement is 100% accurate, although not fully understood. The number one reason small, medium (and some large) organizations don’t use recruiters is because they perceive this service as too expensive.

When getting started on a new recruiting project, there are a few essential pieces of information I require from businesses before I develop the recruitment marketing plan and advertise: the specialized skills required minimum education and training preferred a breakdown of the technical skills needed the salary range. But this is the easy part, especially when I use headhunting to attract the right people for my clients.

Hiring an employment recruiter to help your company find the best people is always a smart idea. But now, more than ever, enlisting the expertise of a recruiter is vital to not only attracting the best talent to your organization, but also to giving your new team members the best possible virtual onboarding experience. Outsourcing your recruitment needs to a corporate recruiter can really help you save time and focus.