Research by Ohio State University found that companies with a strong referral program have a 25% more retention rate than those without a referral program. But creating a referral program is not easy. If the incentives are not aligned with what employees want, then everything can fail. If there are no fraud detection mechanisms, then the organization can lose more money and employees than they would gain. There are many more reasons why an employee referral policy fails.

It costs you over $4,700 to hire a new employee. But does the outlay justify the outcome?

Gamification isn’t a buzzword anymore. Its valuation, which was $4.91 billion in 2016, skyrocketed to $9.1 billion in just four years and is only increasing.

Time and a good candidate wait for none, especially in today’s competitive market full of opportunities.

Recruiting automation is a type of software that streamlines the hiring process from start to finish. This helps businesses improve their talent pool, decrease their cost per hire, and shorten the time it takes to fill open positions.

Hat Trick…Howzat!!!

Every recruiter can relate to the tediousness of combing through applications and web pages in search of a hidden gem of a candidate. Additionally, in recent years, artificial intelligence-powered recruitment technologies have been introduced to the mix, sometimes adding an extra degree of complexity and length to the process. While cutting-edge technologies can frequently appear like the answer to your information overload issue, there is a tried-and-true approach that you may be ignoring.

There is plenty of competition in the recruitment sphere. Getting the process right from the beginning is critical to weed out unfit candidates and show qualified candidates you are the right company for them. In fact, a bad hire can cost a company almost 30% of the recruit’s first-year salary.

Each unfilled position costs you over $500 daily.

Finding the ideal employee is not quite as simple as you may think. In the end, even though you think you've got the ideal prospect doesn't necessarily indicate that they think they've found the perfect job.