Candidate Engagement is a hot topic these days and top of mind for most recruiters. There were times when there were more candidates than job opportunities and recruiters could simply post to a couple of premier job sites to get tons of resumes to sift through.Now, things are completely different. Candidates nowadays can be super choosy and expect a lot from their recruiters when they’re looking to make a move. They want more detail up front, including an understanding of company culture and what they can expect from the new job so they feel they can make a difference. Moreover, they expect immediate replies and need recruiters to keep them in the loop throughout the entire process.
Notice anything different? Mobile Talent is excited to announce the launch of our new name, brand identity and website! Formerly known as Motzie, we’ve got a fresh new look to showcase. But, everyone knows there’s much more to a brand than just looks, right? We’ve refreshed our brand identity and website to align with the exciting direction we’re taking the company, including global and vertical market expansion and growing strategic partnerships. This exciting transformation also better reflects our continuous investment in streamlining recruiter and candidate engagement with the latest mobile recruiting technologies.
Too often recruiters waste their time on unqualified candidates. Whether it be that the candidate simply applies everywhere they can or that the recruiter has improperly targeted candidates, bad leads slow down the hiring process. Here’s a few secrets about how you can use simple qualification techniques on mobile to build a stronger pipeline.
Recruiters have increasingly become one of the toughest jobs in an organization. Responsibilities have bled into Sales and Marketing departments as recruiters build diverse skill-sets to build sustainable candidate pipelines.
It’s no secret that Millennials are one of the most desired cohorts for recruiters. Millennials often have specialized skills and passion that make them valuable to employers, yet many are unemployed and hard to reach. Why?