Insights

Despite the growing prevalence of campus recruiting technology and innovative campus events, career fairs are not going away any time soon. For employers that hire large numbers of entry-level employees, careers fairs can be a great way to meet and engage with hundreds of potential candidates in the span of just a few hours. But with travel, accommodations, and physical materials, committing to career fairs at a dozen campuses can be costly and time-intensive. That means it’s essential to make the most of your time at campus career fairs, from preparing high-impact handouts to investing in efficient processes. To maximize the value of a career fair and stand out to talented candidates, check out these best practices before heading to campus.

You’ve read through a candidate’s resume and cover letter. You may have even conducted the first (or second) interview to get an idea of whether they would be a good fit for the team. But how do you gain a more holistic view of their qualifications for the job? Using a pre-employment assessment in the hiring process could be the best solution for your company, especially when hiring in the early-career space.

Generation Z college students are graduating into one of the best job markets in years, which means companies across all industries are amping up their traditional compensation and benefits packages to attract talented candidates. Many firms and employers are offering unique perks and benefits designed to cater to Gen Z that go beyond traditional health benefits and compensation. However, not all benefits are created equal and there are some that are especially suited to the Gen Z crowd. So which perks and benefits should you invest in to attract Gen Z talent?

We’ve heard about instances of “candidate ghosting,” and employers are constantly being told that this is the tightest labor market seen in years. But just how competitive is the current labor market, and how does it affect day-to-day recruitment operations? To help you understand how your current recruitment strategy fits into the bigger economic picture, we rounded up the most compelling stats that showcase just how tight today’s labor market really is and what it means for talent acquisition professionals.

From job descriptions to onboarding, there are several steps to designing an effective hiring process. But designing a hiring process for entry-level candidates comes with unique challenges and requires an extra level of consideration.

Today’s college students are graduating into one of the best job markets in years, reports show. 65% of employers intend to hire recent college graduates in 2019 according to a recent CareerBuilder survey, and a 2019 NACE Job Outlook Survey found that employers plan to hire 16.6% more new graduates from the Class of 2019 than they did from the Class of 2018 for positions in the United States.

With today’s low unemployment rate and the emergence of employee ghosting, it’s never been harder to fill job openings quickly and efficiently. Communication, as always, remains the key to nudging candidates down the hiring funnel—but email and phone tag can make getting in contact a struggle.

Download our infographic on Millennials vs. Gen Z for a visual side-by-side comparison of these two generations.

As the labor market continues to tighten, competition for top talent is increasingly fierce. Creating a clear and concise job description is a must if you want to ensure that you are reaching the right job seekers. However, you also need to be highly aware of the language you use when creating these descriptions.