Tag: online recruitment platform

How to Create a Positive Candidate Experience During The Recruiting Process

Tips on how to get top talent candidates

Attracting top talent in today’s market is no easy feat. Candidates have much higher standards for employers than ever before, and many aspects of your organization can be assessed at the earliest stages of the application process. If you’re recruiting talent, it’s essential that you provide an excellent experience to candidates regardless of whether they are an initial applicant or a finalist for a high-level role.

Implementing a positive candidate experience can help prospects develop a positive mindset around your organization and ensure your recruitment team retains a strong network of talent. Studies have shown that interviewees who have a great experience with a company are more likely to apply again in the future and recommend the organization to friends and others in their network.

Don’t risk tarnishing your company’s reputation with a poor hiring process. Here are easily implementable tips to develop a positive recruitment experience for potential hires.

Streamline the Application Process

Streamlining your application process can not only help improve the candidate experience, but it can also lead to larger pool of prospects. If it’s too cumbersome for someone to apply to a role with your organization, it’s easy for that individual to balk and move on. Primarily, you’ll want to ensure that the application form is easy to find and complete. Ensure your job page is easily located on your company’s website, and take time to complete the process yourself to better understand any potential hurdles prospective candidates may encounter when applying.

In an effort to reach more candidates, recruiters are now posting roles on a variety of job platforms, including LinkedIn and Indeed. These platforms make it easy for job seekers to find opportunities that match their skills and apply using saved resumes. Accepting applications through these portals can exponentially increase your application pool with high-quality applicants. Once those resumes come in, plan to implement resume parsing software to quickly and accurately extract relevant information, such as work experience and education. This can save time and resources by eliminating the need for manual data entry while also ensuring that information is entered correctly.

Provide Timely and Personalized Communication

Communication is perhaps the most crucial element in creating a great candidate experience. If you’re in touch directly with a potential hire, be sure to promptly respond to any inquiries. This can include answering questions about the role, the company, and the application process. Responding quickly can help show that the company values the candidate’s interest and is willing to invest time in them. Even if you aren’t in touch directly, always follow up on applications once received. This gives prospective hires peace of mind knowing that their resume is under active consideration and wasn’t lost in the system.

Once a resume has been received and initially reviewed, plan to keep candidates continually informed about the status of their application. This can include sending updates on next steps in the process, providing feedback on their qualifications, or letting them know when they will hear back from the company. Keeping candidates informed can help keep them engaged and build trust with your HR team and hiring managers. When communicating, always address candidates by name and tailor messages as appropriate. Personalized communication can make candidates feel valued and build a positive relationship that may lead to long-term employment in the future.

Offer Support and Resources Throughout

Offering candidates support throughout the hiring process can help to create a positive candidate experience and ensure that candidates feel valued and supported. This starts with the initial application. Always provide clear instructions and guidelines for the application process. This can include information on how to apply, what to include in a resume or cover letter, and what to expect during the interview stage. You expect candidates to be transparent when they apply, and they expect the same from their potential employers.

To make your organization stand out, you could also consider offering resources to help candidates prepare for interviews. This can include resume reviews and mock interview practice. This type of support shows that the company values the candidate’s time and effort while also leading to better quality applicants. And even if a candidate isn’t ultimately selected, it’s always wise to provide specific, actionable feedback as soon as possible. Not only can this feedback help them increase their chances of success in the future, but it also helps potential hires develop a positive mindset around your organization.

Bottom Line

Drastically improving the candidate experience doesn’t take a lot of time or money. By simplifying your application process, tweaking your communication templates, and offering support to prospects, you’ll be able to better attract top talent and ensure candidates retain a positive perception of your company and recruitment team, even if they are not ultimately hired.

To really amp up your recruitment experience, consider the advantages of an online recruitment tool. These platforms can boost efficiency while also automating resume intake, communication, and candidate follow-ups. ScaleFront is one such platform that was developed with the mission of taking the pain out of hiring. Whether you’re looking for short-term project workers or long-term hires, ScaleFront puts top talent in your pipeline.

If you’re looking for an easy solution to find the right candidates and build better connections, give ScaleFront a try today!

Considerations When Switching Recruiting Platforms

Gone are the days of simply posting a job on your website and waiting for top talent to come in. With so many online recruiting tools on the market today, jobseekers have more options to find the right opportunity, and recruiters are taking advantage of an increasing number of solutions to fill open roles with premier candidates. As a result, the job market has grown increasingly competitive. If you’re using outdated recruiting methods or platforms, you’re likely missing out.

Online recruiting tools have become one-stop-shop solutions for recruiters at organizations big and small across industries. If you’re looking to beef up your recruiting game with a new tool or are simply considering switching to a new platform, here are some key considerations to keep in mind.

Assess Your Current Recruiting Process

First, it’s important to take a step back and examine your current hiring processes. What is working well, and what are you looking to improve? If you’re manually poring over hundreds of resumes for every role, utilizing a recruiting platform would certainly help you become more productive and efficient with your time. In many ways, it can do much of the work for you, and you’ll be surprised at how smart the solution is at matching the right candidates based on resume profiles.

If you’re using an outdated tool today, be sure to research the additional features that a modern tool could offer and how that could help you improve your process. By knowing your pain points and what you’re looking to do better, you’ll be able to identify exactly what you’re looking for in a newer solution.

Research and Compare Online Tools

Before jumping the gun on purchasing a new tool, it’s important to do your homework. As the trend of online recruitment tools has grown in recent years, recruiters are certainly not left starving for options. This is a good thing, but, with so many choices, it’s even more important to understand how products differ and what the best option is for you and your HR team. If you’re juggling hundreds of open roles at a time, for example, a platform designed for smaller organizations may not be the best fit for you.

Refer back to the objectives you set for your hiring process and compare the different features of each tool to decide which fits your company’s needs best. When comparing options, some key features to consider include resume parsing capabilities, job posting options, applicant tracking software, and any available communication tools. Reading user reviews and recommendations is also a good way to see what other recruiters think before you buy.

Consider Implementation Hurdles

So you’ve purchased a brand-new recruiting product – now what? Integrating a new technology solution can be a time-consuming task for many organizations. When reviewing options, it’s important to consider how such a tool will be operationalized and what costs are involved. Additional teams may also need to be brought in to ensure that the solution meets standards set by your organization and can be successfully integrated with existing platforms.

Data privacy and security are also important considerations as well. Personally identifiable information is often shared by job seekers in an online application, and they are trusting you to keep this data safe and secure. And finally, once the tool is in place, you’ll need to make a plan to train recruiters and relevant HR teams. Some solutions offer live, in-person training as part of a sales package, which can be especially helpful for big organizations.

Continually Evaluate Your Needs

After you have successfully purchased and integrated a new online recruiting tool, the final step is to analyze its use and efficiency. Is it working as expected? Compare your prior process and productivity metrics to how your team is performing now. Have improvements been made? If you’re unhappy or not seeing the benefits you thought, it may be necessary to adjust your strategy.

Savvy recruiters know that the job market is always changing. What works today may not be the best way of finding candidates tomorrow. Even if the new solution is working well for you, it’s still important to stay up-to-date on new releases that may come out and any added features and updates. If your solution isn’t delivering for you a few years down the line, it may be time yet again to find something new in order to remain competitive.

Bottom Line

The importance of regularly evaluating your current recruitment process cannot be overstated. Finding top talent in today’s market takes creative solutions, and it’s important that your recruiting tools are working well for you. Not only can a new tool deliver increased efficiency and cost savings, but it can also help you delight hiring managers with the right candidates every time.

One solution that can help you find those top candidates is ScaleFront. An online recruitment platform designed by recruiters, ScaleFront takes the pain out of hiring. Whether you’re looking for short-term project workers or long-term, permanent hires, ScaleFront puts top talent in your pipeline every time. Make ScaleFront a part of your online hiring solution today!

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Laid Off From Work? Here’s What To Do Now

News of recent layoffs at industry giants including Goldman Sachs, Twitter, Stripe, and Microsoft have rocked the job market in recent months. As the threat of a recession looms, companies are looking to slash payrolls in anticipation of lower-than-expected earnings in the near future. While that may be good for the bottom line, thousands of workers are finding themselves without a job or under threat of imminent unemployment.

If you’ve recently been laid off, know that you are not alone. Many have been where you are now and have come out stronger on the other end. This is temporary. And although the feeling can be jarring, it’s important to take some steps now to be sure you’re ready to start your next opportunity when the time comes.

Get All Your Ducks in a Row

Receiving a notice of termination or furlough isn’t the end of the story. If you’ve already been laid off, be sure you have all the documentation from your former employer. Do you have insurance in order? Are you entitled to any type of compensation or benefits as part of your severance? Have you checked on your final paycheck and reviewed your 401(k) contributions?

Ensuring you have the proper documentation from the HR department and filing for unemployment are crucial for your own security. You’ll also want to do some research to be sure your employer was compliant with local employment law in their actions. While these steps can be daunting, they are the most important and time-sensitive tasks to ensure you’re able to get back on your feet.

Think Positively

There’s no sugarcoating it – layoffs suck. But, it’s important to remember that they’re not indicators of your skillset or performance as an employee. Oftentimes, they are the end result of things beyond your control. When thinking back to your time at your previous employer, focus on what went well and what you’re looking for in the future.

Many people use this time to reset and go after new opportunities that they’ve long been interested in. Set some time aside to consider what makes you happy and how you’ll achieve what’s next for you. Although this feels like an uncertain time, it can be a time of personal growth and opportunity. Don’t wallow; embrace it.

Leverage Your Network

You’ve spent years working hard and building a network. Now’s the time to put it to use. Even if you feel like you don’t have strong connections, there are likely dozens of former coworkers, managers and even friends who would be more than willing to connect you with new opportunities.

You don’t have to even reveal that you were laid off or ask outright for help. You can simply mention that you’re interested in something new and ask if they know of any options that might be a good fit. It may feel uncomfortable at first, but, if you don’t put yourself out there, you may miss out on the support your network can offer. Services like LinkedIn and ScaleFront can also provide you with easy access to online professional networks where you can exchange resumes and connect with others who are searching for talent.

Consider Freelance in the Interim

While job searching can feel like a full-time job, don’t feel like you have to wait for a job offer before you can actually start working. Freelancing can be a great way to add some extra cash to your pocket while also allowing you to hone existing skills and learn new ones. Some laid off workers have even built whole new careers as a result of freelancing following severance from full-time employment.

Whether you’re a developer, content writer, or social media expert, there are plenty of freelance websites where you can get started. If you’re looking for project work, ScaleFront has options from top tech companies who are recruiting for these services right now. You can choose from short or long-term assignments that match your skills, earning you extra income and, in some cases, a path to permanent employment.

Use ScaleFront to Find Your Next Opportunity

If your industry has reported recent layoffs, it’s understandable that you may be worried about your future. Whether you’ve already been laid off or are bracing for it, the good news is that work opportunities still abound in all sectors. It starts by knowing where to look.

ScaleFront is one great option. With an integrated recruiting platform and talent marketplace, you’ll be able to connect with qualified professionals from around the world who are looking for talent with your unique skills. And with customized filtering and an intelligent search platform, you’ll quickly find the exact open roles that match your background and interests.

Whether you’re looking for a long-term opportunity or something during a transition period, give ScaleFront a shot today!

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Tips for Recruiting in a Recession

The latter half of 2022 has been marked by rates of high inflation and continued market stagnation. As we enter 2023, economic uncertainty continues to loom. Although job numbers have remained relatively strong, there are signs that a weaker economic environment is on the horizon. While organizations of all types are exposed to this type of market volatility, recruitment firms and talent professionals can find it especially difficult to effectively achieve an optimized workforce during a recession.

Regardless of what actually lies ahead, it’s always good to be prepared for uncertainty. Here are the best practices for staying on top of your hiring game in an economic downturn:

Assess Your Hiring Needs

As a talent professional, you should be continually assessing your company’s hiring needs regardless of the economic environment. It’s always a good idea to evaluate your long-term goals and what skills and talent your organization needs to attain them. During market downturns, most organizations shift into survival mode and begin focusing more on immediate needs. Are there open roles that are necessary to fill now? If so, it might be worth considering a freelancer or contractor for short-term project work.

When the market is volatile, it’s important to be quick with hiring decisions. As conditions change, funding for additional roles may be pulled, leaving open roles unfilled until things improve. Additionally, when making an assessment of your company’s hiring needs, be sure examine your overall hiring process as well. Are there areas you can tighten up, or do you need to change your strategy entirely to attract better candidates?

Create a Plan

Staying proactive is crucial in times of economic uncertainty. After assessing your needs, outline a plan of how you’ll accomplish your hiring goals in 2023. It may be helpful to create both a best-case and worst-case scenario. If a recession hits and continues to worsen, how will your talent needs change? Will there be hiring freezes? If the market pick up again, what additional roles will you open up?

Having a plan of attack will allow you to set appropriate expectations with hiring managers regardless of the hiring environment. Things can also change drastically over the course of the year, so it’s also important to remain flexible and pivot quickly. This will keep you ahead of the game and ensure your organization continues to succeed to the best of its ability.

Utilize Hiring Software

One of the most drastic changes the pandemic has left us with is the increasing use of automation or AI, especially in the hiring process. If your company has yet to adapt to this change, it may be worth investigating whether adopting a hiring software is right for you. There are a number of valuable solutions on the market today that can assist your hiring needs, including applicant tracking systems, candidate databases (or CRMs), and even onboarding software after you have acquired talent.

Each hiring software has different pricing models depending on the size of your company. When times are tougher, you may only be able to allocate funds for a few key platforms. When conducting your needs assessment, examine the current (if any) software you are using and what efficiencies could be gained by making strategic investments in new tools.

Enlist Professionals

When recessions hit, organizations tend to become more resourceful enterprises operating at full capacity with as few resources as possible. This can lead to teams being spread thin as they take on more projects and responsibilities outside their normal scope of work. When this occurs, getting support from a professional recruiter or recruitment team can be one of your safest bets.

Outsourcing to a recruitment team will ensure an optimized hiring process in line with a set budget while also enjoying expert guidance in the current market environment. Giving a third party more responsibility and hiring tasks to control can also free up your business to focus on long-term strategy and growth, which is crucial during uncertain times.

Conclusion

The best thing you can do when facing a potential recession is to assess and develop a plan. Being proactive about hiring and knowing your next move are important to ensure your organization is able to attract and retain key talent to keep systems running and generate maximum revenue.

If your organization’s recession plan includes optimized hiring practices using software or professional support, reasonably priced solutions are available. One option is ScaleFront, an open recruiting platform that connects talent seekers with remote applicants around the globe. The solution also offers recruiting consultants who can help assess your needs and ensure your organization finds the right people to keep your business running.

Finding the right tools can make all the difference when times are tough. Make ScaleFront a part of your 2023 plan today.

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Recruiting in 2023: What to Expect in the New Year

Recruiters and talent managers are among the most nimble workgroups in an organization. The hiring market is constantly shifting, and they know that they must continually adjust and adapt to keep up. The current environment is no different. New strategies are going to be required in order to find the best possible talent for hiring managers. From automating your systems to focusing on your brand and talent pipeline, now’s the time to start evaluating your current practices and what you can (and should) be doing better.

As we enter the new year, it’s time to set your recruitment resolutions. Here are some top recruiting trends to consider in 2023.

Invest in Recruiting Automation

The internet age radically changed how candidates find and apply for jobs. Newspaper advertisements, job hotlines, and referral networks have been replaced by job portals, search engines, and web forums. If you haven’t upgraded your recruiting strategy to meet the moment, now’s the time.

Software is available for talent teams that automates the entire recruiting and onboarding process. It can help you easily scan resumes, manage your candidate pipeline, nurture prospects, and increase performance with online recruiting systems. This is an essential tool in your HR toolkit. Don’t enter 2023 without it.

Focus on the Data

As the rise of recruiting automation software has taken hold, recruiters have found incredible value in data and reporting. If you’re using the right tools, you can glean unique insight into your recruiting practices to ensure that you’re finding and hiring the right candidates in the most efficient way.

Data-driven recruiting practices include tracking pipeline growth metrics and the overall quality of the hiring process via feedback scores. This can help address pain points from an internal or candidate perspective, helping you find great talent every time. Recruiters who don’t incorporate data in their strategy in 2023 will likely have a more difficult time competing for top candidates in a crowded field.

Build a Better Brand

The hiring market has shifted since the onset of the pandemic in 2020. More than ever before, candidates are in the driver’s seat and are looking for top companies to join. Your firm’s reputation will determine how many jobseekers you attract into your pipeline. A strong brand can also reduce turnover and recruitment costs.

Most candidates passively evaluate a brand before applying to the job. Even if you don’t work for a brand that’s a household name, there’s now a plethora of job review sites that invite current employees and applicants to submit honest feedback on companies. Developing a brand that resonates with prospective candidates should be a top priority for recruiters and companies next year.

Rethink the Candidate Experience

How you recruit and onboard candidates makes a big difference. No one is interested in a two-month-long, strenuous hiring process. Adding more interviews than necessary or drawing things out is an easy way to turn away top talent; they’ll get scooped up by the competition while you’re still scheduling more interviews.

Consider ways to make the applicant experience easier and more appealing. That includes not only streamlined hiring but also hybrid or remote flexibility. Not only will candidates come out happier on the other end, but your talent pipeline is likely to remain fuller with higher quality resumes.

Make DEI a Priority

A proper diversity, equity, and inclusion (DEI) strategy is nothing new. However, if you haven’t considered just how important it is in recruiting, make it part of your top strategies to carry into 2023. We all know that more diverse firms tend to be more innovative, successful, and relevant. That starts with hiring.

Look at your talent pool today and consider how you can attract candidates from different backgrounds, viewpoints, and perspectives. Consider, for example, redesigning job posts to be more inclusive. Or, find ways to source from different pools and target diversity referrals. There are a host of diversity-focused organizations and talent networks out there that would be more than willing to partner with you in 2023.

Recruit Better in 2023 With ScaleFront

Ultimately, recruiting is about more than just placing people in open roles — it’s about filling your organization with the right talent to help it thrive. Every new year brings new challenges and opportunities for firms. This year, let finding top talent be less of a challenge.

ScaleFront, a top recruiting platform, offers you a way to source incredible talent for teams across your organization. You’ll gain access to our search experts who’ll work closely with you to determine your criteria. From there, we’ll filter profiles on your behalf and send you the top candidates most worthy of an interview.

The right tools help find the right people. Start hiring in 2023 the right way with ScaleFront.

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Is Now a Good Time to Job Hunt?

As we approach the end of 2022, it’s important to examine the current job market within the context of the broader economic environment. Sure, we’ve all seen the headlines that some large tech companies have implemented workforce reductions or hiring freezes in recent weeks. As the economic outlook dims, these firms are making sound business decisions to evaluate their workforce strategies.

The fact remains, however, that the job market still remains attractive to candidates. Opportunities abound in fields including technology, finance, and health services. Workplaces also continue to see structural changes in our post-pandemic work, and employers have not stopped seeking skilled talent to capitalize on market opportunities.

At the same time, candidates are in the driver’s seat more than ever before. They have access to more “insider” information and networking opportunities, giving them an edge in negotiations. So while it may seem like things have chilled recently, now is still a great time to find your next white-hot opportunity.

The Job Market Is Still Favorable

While the headlines might be scary, the reality is that tech layoffs aren’t as massive as the news has portrayed. According to a count by TechCrunch, 44,000 tech jobs were lost in October 2022. That’s not a lot in the grand scheme of things.

The overall job market still remains very attractive to job seekers. The U.S. economy added more than 260,000 jobs in October 2022 for a historically low unemployment rate of 3.7%. That means there are still many more jobs available for every candidate looking. Wages also increased 7.7% in October 2022 compared to a year ago, which is great news for job seekers looking to offset inflationary price hikes.

Not only is the labor market still growing, but an increasing number of individuals are looking for new opportunities as well. It’s estimated that 40% of workers are considering leaving their current role in the next six months. This is good news. It means they are confident enough that they will find something else, and it means that existing roles will continue to open up for prospective candidates.

Pay Is Becoming Even More Transparent

More than ever before, candidates are applying to roles with an exact understanding of how much they can expect to earn. Job search and review sites such as Glassdoor and Indeed display self-reported salaries for anyone to see. And now, local governments are getting involved too in an effort to promote pay transparency.

Several states and jurisdictions already have laws in place that require employers to publicly share information related to base pay, bonuses, benefits, and other compensation. New York City joined this list on November 2. California and Washington state are set to follow in January 2023. That means that a sizable number of jobs available from Fortune 500 firms, including tech businesses, will display a pay range alongside the job description. This grants prospective workers important insight into what jobs are worth applying for and what they can expect to receive at the end of the negotiating process. Employers can no longer benefit from the ignorance of candidates.

Recruiting Practices Are Shifting

As the bargaining power shifted to candidates in recent years, recruiters were forced to change their approach in order to attract top talent. More recruiters now focus on building relationships and nurturing candidates, which benefits those looking for new positions. With fewer people applying to jobs, candidates now have more direct access to HR teams who are more willing to understand their experience and match them with the best available open roles.

And as workplace flexibility continues to evolve, candidates now have more options to meet with recruiters and hiring managers and perform interviews. Most interviews, at least in the initial stages, now take place remotely on platforms such as Zoom and Teams. What used to be a stressful in-person interview process is now taking place from the comfort of the interviewee’s home. This also enables candidates to conduct more interviews without taking too much time away from their current work.

Find Your Next Opportunity With ScaleFront

If you’re a job seeker, it’s understandable that you may be wary of the current market. However, indicators suggest that now is still a great time to seek employment. Whether you’re plateauing in your current role, need a shift in your career, or are new to the job market enitrely, ScaleFront is a great place to start your search.

ScaleFront is a top recruiting platform and talent marketplace. Our proprietary referral network enables qualified professionals from around the world to connect with job seekers just like you. Our platform is open and transparent, ensuring that recruiters and candidates have access to comprehensive profiles and insights for better opportunity matching. With customized filtering and an intelligent search platform, you’ll quickly find the exact open roles that match your talent and interest.

Start your next job hunt with ScaleFront today!

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Why You’re Going About Hiring All Wrong

If you’ve noticed that it’s gotten harder to fill open roles at your organization, don’t take it personally; it’s not just your company that’s affected. For the first time in years, hiring has slowed down across the board. Many recruiters are now seeing open roles stay open longer as they wait for the right candidates to apply and ultimately accept offers.

Compared to the past couple years, this slow down represents a notable shift in hiring practices. Companies must now approach talent acquisition creatively in order to stay competitive in recruiting top candidates. It’s no longer enough to simply post a job on LinkedIn and wait. By leveraging networks, relationships, and internal talent “pilot” programs, candidate matching will become easier.

As expectations for an economic recession pick up steam, hiring challenges will only continue to grow. Here’s why you’re currently going about hiring the wrong way and how your organization can retain a strong pipeline of top talent in these uncertain times.

Adjust to the New Job Market Now

Yes, it’s true that the hiring landscape has shifted in the latter months of 2022. You may have seen the headlines that major companies have instituted rounds of layoffs or hiring freezes as they confront changes in consumer demand due to inflation and a looming recession. These are natural indications of a labor market shift. If your company was born before the pandemic, it’s likely that you’ve survived this in the past and will once again.

The good news is that the hiring market remains strong. In fact, more than 260,000 jobs were added in October 2022. This means that companies are still posting open roles. While that’s a good sign for the economy, it’s a bad sign for companies.

With uncertainty in the air, some candidates are hesitant about switching jobs. Unemployment also remains low, and now more jobs being posted means more competition for you to fill your open roles. Supply of talented candidates is low while demand for their talent remains high. That means you need to start working on rethinking your recruiting strategies now. You can’t afford to wait.

Don’t Ignore the Value of Relationships

When there’s a large pool of available candidates, hiring is transactional. Finding the right person for the job takes little time, and then you move on. We’re in a different environment now, which means hiring managers and recruiters need to invest more in nurturing relationships, both internally and externally.

47% of tech companies agree that in the past year, developing meaningful connections with candidates has become crucial. Engagement keeps the door open to prospects who weren’t hired but might be a great fit for another or future role. Always follow up with applicants, provide feedback, and circle back. Maintaining these close ties will ensure candidates remain encouraged to apply for future opportunities and your pipeline remains full.

Relationships on the inside matter too. Don’t be afraid to reach out to existing employees to let them know what roles are open and to encourage them to refer people in their networks. You’re more likely to find untapped talent using this approach, and, because the prospects are friends of existing employees, you’ll receive higher response rates too. If your talent sourcing needs a boost, it pays to think creatively.

New Hires Don’t Have To Be “New”

Many major organizations now partner with external staffing agencies to fill open roles on a temporary or semi-temporary basis. This is a great way to connect with talent as a trial run before extending permanent job offers. Oftentimes, these temporary roles do become full-time at some point. If the contractor was performing well, then there’s no need to go through an arduous external hiring process for the role.

Former employees can also be a great source of talent that shouldn’t be overlooked. One 2016 study found that 29% of workers returned to a former company at some point. As a talent manager, it’s worth advising hiring managers to consider former employees for open roles, especially if it would be a promotion for them. If you know someone has the right skills and experience having worked alongside them for years, then why not invite them back if it’s the right fit? The worst they can say is no.

Find Top Talent Today With ScaleFront

Necessity is the mother of invention. The current hiring slowdown we’re experiencing means that recruiters need to get inventive in order to continue to find exceptional talent. Adjusting your processes to creatively build teams, nurture relationships with candidates, and look within are all crucial elements of finding the right candidates in the current hiring climate.

ScaleFront, a top recruiting platform, offers you a place to do all of this and more. Our talent marketplace and referral network connect you with qualified professionals from around the world. Our platform is also open and transparent, ensuring that both recruiters and job seekers have access to comprehensive profiles and insights to secure the right connection. With customized filtering and an intelligent search platform, you’ll quickly receive leads that you can trust to meet your hiring criteria.

Find the talent you’ve been searching for with ScaleFront today!