Recruiters face a daily balancing act. On one side, there’s the pressure to meet hiring demands quickly and efficiently. On the other, there’s the need to provide a personal, empathetic experience that builds trust and attracts top talent
Are you tired of employees engaging with your referral program? Want to keep participation low, boost frustration, and ensure those bonuses stay unclaimed? Welcome to the ultimate guide for running a referral program designed to fail in style.
Employee Referral programs are one of the best-kept secrets in hiring. They bring in amazing candidates, often faster and at a lower cost. Like any good system, they work best when people actually believe in them.
When your company reaches the 200-employee mark, a well-run referral program may seem unstoppable. But as your team scales to 2000, that once-smooth operation can quickly hit roadblocks.
Recruiting technology works best when all the parts fit together seamlessly. Integrating Boon into your existing tech stack can make recruiting more efficient, improve data accuracy, and save your team time.
Hiring faculty for academic institutions isn’t just about finding qualified candidates. There’s a lot more involved. Finding the right fit is critical to maintaining and elevating the institution’s standards.
How can you leverage talent through these connections? What strategies can you use to attract skilled local talent in a crowded job market? Let’s look at the steps to help you reach top-tier candidates.
Today, the best talent comes through networks and referrals. Yet, many companies rely on outdated hiring tactics, like cold calls and job boards, that no longer work. So, if you aren’t tapping into your employees’ networks, you’re missing high-quality, passive candidates.
Comparing Boon and traditional job boards across key metrics like cost-per-hire, candidate quality, and passive candidate engagement, you’ll see there’s a clear winner.