If you need better recruiting results, your recruiting strategy needs the OOH factor, out-of-home advertising, specifically billboards. According to the U.S. Census Bureau, Americans spend more than 100 hours a year commuting to work. That’s a lot of time for eyes on the road, eyes of passive candidates already employed who aren’t looking at online…

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The interview is one of the best ways to assess candidates for presentation, verbal communication skills, and culture fit. Recruiting today is different than it was even a few short years ago, requiring a paradigm change, especially in the type of creative interview questions you need to ask. Recruiting experts like Georg Bradt, management consultant…

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Traditionally, recruiting focuses on active candidates who are engaged in a current job search. But today’s hyper-competitive recruiting environment requires a focus engaging passive candidates who are not looking for a job. Passive candidates are more difficult to source than active candidates simply because they aren’t actively applying for open positions. Passive candidates do not…

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The “post and pray” method of sourcing candidates and beginning a recruiting campaign, posting a job online and praying the right candidates apply, isn’t an efficient or effective way to find top talent in an evolving and competitive job market. According to the LinkedIn Research Network, 83 percent of employed professionals classify themselves as not…

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Gainfully employed professionals, otherwise known as passive candidates, make excellent employment prospects. Passive candidates are likely to have the most current career skills your company needs versus active candidates. They are more likely to have recent and relevant work experience in the industry and in the job market. And they make up 84 percent of…

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