Weekly Roundup: Top Headlines In Talent Acquisition, May 26, 2017

Posted by The ConveyIQ Team

Welcome back to another ConveyIQ Weekly Roundup. We’ve gathered five interesting articles from HR and Talent Acquisition experts so you don’t have to. While you were busy delivering the best candidates to hiring managers, a lot was going on in the world of HR and recruitment, including tips for recruiting with a small team and what employees want from their employer. Enjoy!

How to Recruit with a Small Team on a Lean Budget

A small team often requires wearing a ton of hats, and resources may be limited compared to larger competitors with more staff on hand. This article from Mighty Recruiter breaks down the five elements smaller teams need to prioritize when implementing their recruiting strategy, and how to manage cost.

How to Improve Your Odds of Hiring the Best People

When building a strong team, the most important hires start at the top. As Gallup CEO John Clifton writes, “The single biggest decision you’ll make in your job — bigger than all the rest — is who you name manager.” In this Forbes article, Victor Lipman discusses the importance of high-level hiring, and how a bad hire can influence your entire organization.

6 Things You Must Quit Doing Now to Be More Successful

Sometimes, quitters do win — if you do it right. In this article, Dr. Travis Bradberry explores the benefits of ditching bad habits and embracing a more forward-thinking mindset to find true success and better business outcomes.

LinkedIn’s Top Companies of 2017 Reveal What Employees Really Want

Where to employees really want to work? This CNBC article from Suzy Welch breaks down some of Linkedin’s “Top Companies of 2017,” what makes them so appealing to job seekers, and how branding and emotion play a role in their success.

Unconscious Bias: Stereotypical Hiring Practices

Do you have unconscious bias? Probably. As Gail Tolstoi-Miller explains in this must-see TEDx talk, unconscious bias can prompt recruiters to sometimes reject candidates based on their own latent values — which can result in great candidates ending up in the “no” pile for reasons that may not have anything to do with their qualifications.

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