Before posting what you have on file, pause and make the updates that will attract the candidates who will meet the new challenges the role now embodies. But what needs updating?
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Your recruiting strategy should include smart ways to get job information to “passive candidates” – engaged professionals who don’t consider themselves on the job market but who might be intrigued by a new opportunity if they learn about it.
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Are you losing great applicants to competitors and not sure why? One strategy to closing this gap is to perform an audit of your school's online reputation. Here are the online assets you should review to make sure your institution has a strong brand reputation.
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Writing an engaging job description that accurately describes the position and motivates job seekers to apply is an essential part of the process. Seems easy, no? Here is a quick checklist of content to include.
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As you recruit for entry-level jobs and mid-level positions, you will likely need to place younger generations in these roles. Knowing more about them and what they want can help you effectively employ and retain them. Here are a few tips to help you in this process.
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The challenges associated with the pandemic, a new generation of hires and the special pressures related to working in higher ed may make your office door feel like a revolving one. Here are a few reasons you may be feeling especially taxed these days.
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While much of the recruitment process remains nearly the same between hiring in-person and remotely, there are some critical aspects that need rethinking.
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Creating a culture in which all faculty and staff actively keep their eye open for top talent is a much more strategic approach to creating a recruiting pipeline. But how can you create and nurture this kind of community mindset? Here are a few ideas.
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