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Recruiters have embraced data and technology to employ a precision approach to hiring the best candidates—and they love it. Data and analytics in human resources play an increasingly important role in the way that companies approach candidate searches and the hiring process in general. Welcome to the era of digital hiring. What Makes It So Great Data and technology searches have become a primary method of recruitment for a plethora of reasons. It provides recruiters with tremendous insight into potential candidates, more so than a traditional resume can. Big data provides information about candidates that can be easily acquired, such as educational history or former jobs and titles, but also analytical information that recruiters can use to learn more about the trends within the profiles of top-performing employees. For example, an employer can see how a candidate’s career has progressed over time, or notice any patterns and similarities within a candidate...
Many people looking for a job put all of their focus on how to answer interview questions, but forget that they are there to ask questions too. When meeting with a potential employer, both you and the individual conducting the interview are there to ask questions. You may be asking yourself why you should bother to ask questions, when you should be preparing how to answer them. However, there are a multitude of reasons for asking the interviewer questions. It is important to show interest in the job that you’re interviewing for. No one wants to hire a candidate that isn’t dedicated to the job. Asking your interviewer questions shows that you care, and simultaneously enables you to learn more about the position to see if it would be a good fit. They are there to learn about you, but you are also there to learn about them. This communal relationship...

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Social media has become a prominent source of information for both recruiters and potential employees. Not only does it provide a free, unlimited network of connections and possibilities, but it also provides users with the opportunity to develop and sustain a personal brand. Personal branding is the practice of individuals marketing themselves and their careers as a professional self. This entails creating a unique identity to be marketed to potential recruiters. This process includes establishing a reputation, and utilizing this information to gain attention from said potential recruiters. A key component of creating a personal brand is finding what distinguished you from other potential employees. What sets you apart from your competition? What makes you unique?  Remember, everything you do online is representative of your personal brand, so it is important to be proactive and consciously control these perceptions.  So, now comes the question of how to incorporate social media platforms into a...
Internship programs are ubiquitous around the beltway (and around the world), but few employers approach these arrangements as ways to attract, develop, and retain top talent.  A well-designed internship program will not only help the student or young professional learn valuable skills that will help them in future endeavors, but will create a talent pool of qualified candidates who already have an understanding of your organization and its culture.  We asked our experts to come up with some ideas for employers looking to leverage their internship programs – or start one – to attract fresh talent and expand their candidate pools. Give Interns Real Work – This tip is the most obvious, but definitely worth bringing up.  An internship is about much more than fetching coffee or making copies, and giving interns real assignments that will help them build their skills while learning about what type of work is expected of employees...

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