The finance service market is expected to grow by 10% by 2026. It means the businesses will boom, and you need to hire the right team to make it happen.
The finance service market is expected to grow by 10% by 2026. It means the businesses will boom, and you need to hire the right team to make it happen.
The job market is becoming more competitive, and as the battle for top talent intensifies, so does the attention paid to the three words that can help firms stand out from the competition: positive candidates experience.
Recruitment is a tough gig that impacts all departments of your organization. And that’s why over 86% of the recruiters are pumping more investments and efforts toward a candidate-driven hiring approach.
Recruiters have used data to refine their approaches to hiring, recognizing, and promoting employees over the years. HR managers may now make effective use of advanced resources like Predictive Analytics because of the rise of data-driven HR planning.
At RippleHire, our mission is to help companies hire quality talent, faster. And recently, we achieved a big milestone — we completed 10 years on our journey of creating innovative products that help recruiters.
Have you ever waited for a delayed flight without knowing how much time would pass before you were invited to board it? Or have you ever waited for a medical report to come, not knowing anything about the results? The anxiety takes over your mind, and all you do is pace up and down the hallway.
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.
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.
A company’s attrition rate is the rate at which people leave. To calculate it, we divide the number of people who have left the company, by the average number of employees over a period of time. Early attrition is the % of people who leave within a specific period of time.
Cash crunches, market share fluctuations, redundancies, and plummeting demand for products as a result of the COVID-19 outbreak became a deadly cocktail for the global markets. So, how does hiring during a recession or potential economic downturn actually work for recruiters?
It’s the new age of digital-savvy, where 79% of the candidates use social media to find a job.