As a recruiter, team leader, or HR professional, you know that finding and hiring top talent is crucial to the success of your organization. But everyone is struggling to attract and retain top talent in today's competitive job market. To overcome this, It's time to start focusing on candidate experience.

The manufacturing industry is facing a number of challenges when it comes to employee retention and recruitment. With the current shortage of workers interested in "blue-collar" jobs, and the increasing skills gap, finding and keeping qualified employees is becoming increasingly difficult. This is especially true in light of the "Great Resignation" of the past year, which has led to a higher turnover rate.

Unconscious bias refers to the unconscious beliefs, attitudes, and stereotypes that we all hold and that can influence our decision-making without our awareness. In the context of hiring, these biases can lead to unfair and problematic outcomes by influencing which candidates we consider for a role and how we evaluate their qualifications.

A continually engaged talent pool sets recruitment businesses apart from their rivals in a market with a shortage of qualified candidates. Thanks to advanced automated systems, recruiters can now engage, develop, and eventually put top people into new roles at the pace and scale required by their customers.

When the world faces a wave of "great layoffs" across various industries, it is important for Talent Acquisition (TA) managers to re-examine their roles and responsibilities in order to support their organizations and adapt to the changing business landscape.

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.

Are you overspending on hiring? Our simple tips will assist you in lowering your cost per hire.

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?

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.

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.

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.

Hat Trick…Howzat!!!