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Diversity in recruitment also known as diversity hiring is a hiring process that is free from biasedness. Improving diversity recruiting involves several strategies: 1. Targeted Outreach . 2. Inclusive Job Descriptions . 3. Diverse Interview Panels . 4. Unconscious Bias Training . 5. Employee Referral Programs . 6. Partnerships with Diversity Organizations . 7. Internship and Mentorship Programs . Shrashti Pramal Sourabh sen Nikita Dwivedi The_Internspire #hiring #humanresource #jobs #diversity #hiringprocess #digitalmarketing #finance #jobdescription #jobdetails

🤝 Are you looking to hire a new employee? Here are some great pointers to help you find the right candidate for the job: ✔ Don't forget to hire interns ✔ Get social with the candidates ✔ Keep improving your hiring process #Hiring #Employment #Recruitment

🚀 Transitioning Roles: From Internal to External Hiring! 🚀 Sharing a significant milestone in my HR journey. Over the past 5 weeks, I had the opportunity to dive into the world of internal hiring, and it has been an incredibly rewarding experience. Now, I will be transitioning to focus on external hiring for the next 3 weeks. During my internal hiring internship, I had the chance to: 🔍 Collaborate closely with various departments to understand their unique staffing needs. 👥 Conduct interviews and assessments to identify the best internal candidates for open positions. 📈 Implement strategies to improve internal mobility and employee retention. 🤝 Foster strong relationships with colleagues to ensure a seamless hiring process. I am grateful for the support and mentorship I received during my internal hiring phase and am eager to apply my skills and learnings to external hiring. Here's to new challenges and opportunities ahead! #HR #InternalHiring #ExternalHiring #TalentAcquisition #CareerTransition #LearningAndGrowing

HIRING MANAGERS: Are you looking to optimize your recruiting strategies this summer? We've put together a few tips to help you attract and onboard top talent during the sunny season: 1. Highlight Summer Perks Promote flexible schedules, summer Fridays, and any special events or activities your company offers during the summer. These perks can make your job postings stand out and attract candidates looking for a good work-life balance. 2. Leverage Interns Consider transitioning summer interns into full-time roles. They’ve already had a taste of your company culture and demonstrated their skills, making them excellent full-time hire candidates. 3. Engage Ambassador Recruiting Services Summer is a great time to reach out engage with a recruiting partner who has established relationships with passive candidates who might be more open to new opportunities. Ambassador Recruiting Services, Inc. has a large network of candidates that we keep in touch with and can showcase your company’s unique attributes to. 4. Optimize Job Postings Craft compelling job postings that emphasize what makes your company a great place to work during the summer and the rest of the year. Strong headlines, clear job descriptions, and highlighting your company culture can make a big difference. 5. Track Recruitment Metrics Keep an eye on key recruitment metrics to understand what’s working and where there’s room for improvement. Metrics like time-to-hire, candidate engagement, and application conversion rates are crucial. 6. Plan Engaging Onboarding Ensure new hires feel welcome with engaging onboarding activities. Summer offers the perfect opportunity for team-building exercises, outdoor lunches, and interactive training sessions. If you are interested in partnering or discussing the implementation of these strategies, message us to set up a meeting. #summer #hiring #careers #talentacquisition #HR #employeeengagement #companyculture #onboarding #hiringmanagers #recruiting #recruitingstrategy

Does Gen Z actually want to work from home? As a campus recruiter, I've seen a lot of research saying that they do, but my experience has been different. In fact, many college students I speak with are eager to work in an office environment. Over the past two years, I've interviewed hundreds of students, and many of them have asked if they can work in the office. Some have even turned down our job offers in favor of in-person positions or internships. At my company, we offer a hybrid work model, with most roles requiring employees to come into the office a few times a month. Surprisingly, many students have asked if they can come in more often. One associate even mentioned that she only needs to come in twice a month, but chooses to come in every day for the socialization, free lunch, and gym access. It seems that many college students aren't thrilled about the prospect of being alone in their apartments all day, especially after spending four years surrounded by friends. I'm curious to hear from other campus recruiters if you are having the same experience? Have you found that Gen Zers prefer in-person work environments or do they want to work completely virtual? Let me know in the comments! #genzworkforce #workfromhome #campusrecruiting #inoffice

As a member of Gen Z, in-person experiences are everything. The beginning of my freshman year at the University of Florida, Fall 2020, consisted of completely virtual courses. Although I had the ability to take these courses in both synchronous and asynchronous formats, one semester of this setup was all it took for myself and my peers to compete for physical classroom seats starting in Spring 2021 and beyond. As an example, I enrolled in a Spring 2021 section of the course SPC 2608: Introduction to Public Speaking that met in-person at 8:30 AM every Monday, Wednesday, and Friday. While I could have enrolled in an alternate section of the course that met virtually on Tuesday and Thursday afternoons, I declined the latter and enrolled in the former. I made this decision and took this specific action because I was eager to meet fellow first year students and learn face-to-face from an accredited professor, especially since this course taught us about the intricacies of public speaking. This type of communication is a powerful skill that I pride myself in and continuously strive to improve on. Additionally, I favored how this section of the course began earlier in the day, met more frequently throughout the week, was inherently more interactive in nature, and did not require me to be on Zoom for hours at a time. "The Zoom days" was a tedious experience that a large number of students would rather not repeat. My older brother, Jake Genova, can attest to this sentiment based on his individual experiences while attending the Florida Institute of Technology. In regard to the working world, I most recently completed a fantastic copywriting internship with BrandStar, a fully and vertically integrated production and marketing agency located in Deerfield Beach, Florida. Throughout my 10 weeks of creating original written content for BrandStar, I received key training, guidance, and feedback as well as learned a plethora of practical information from Claire McCabe, Guisell Gómez, and many more members of the marketing team. This experience was my first time working in a hybrid setting, and I appreciated the change of scenery once a week (Fridays). However, the 75% of my four day work week that occurred in the office (Tuesdays, Wednesdays, and Thursdays) provided me with valuable learning experiences and memorable social interactions that would have been difficult to recreate in a remote setting. As I described to my father, Matt Genova, I learned that it was important to make an investment into the work that I completed for my internship. However, I learned that it was equally as important to make a "social investment" into building strong relationships with my team members. As a result of my academic and professional experiences, I am a Gen Z proponent of in-person and hybrid work environments! Thank you for providing firsthand insights on this topic from your perspective as a Gartner Senior University Recruiter, Kiersten Post.

🎯 Seasonal Insights: Mastering Nationwide Recruitment Across Industries 🌟 Different seasons bring unique recruitment challenges across industries. 🛠️ Tech ramps up for summer internships, while 🎁 retail goes into overdrive during the holidays. The key to mastering nationwide recruitment is understanding these seasonal patterns and adapting your strategy accordingly. Whether it’s leveraging data 📊, optimizing outreach 🚀, or using tech tools 🤖, a flexible approach ensures you secure top talent all year. 🔥 Want more insights? Check out the full article: https://bit.ly/3XGMghG #TipTuesday #TalentAcquisition #RecruitmentLife #HiringTips #RecruitmentAdvertising #HRPros #AdTech #TalentManagement #CareerGrowth #LinkedInRecruiting #TACommunity #GoToro #DigitalAdvertising #JobAdvertising #Advertising #Recruiting #Recruitment #Hiring #Jobs #JobSearch #Job #HR #Careers #NowHiring #Employment #Recruiter #Career #HumanResources #Work #Staffing #JobSeekers #HiringNow #StardewValley #Stardew #Business #JobHunt #Resume #JobOpening #JobSeeker #Vacancy #JobSearching #JobOpportunity #RecruitmentAgency #Recruiters #JobInterview #Interview #ApplyNow #Recruitment #HR #TalentAcquisition #HiringTrends #FlexWork #RecruitingTips #TalentStrategy