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Live chat is one of the most convenient, efficient, and engaging for candidates and recruiters alike. Live chat brings a handful of benefits to the employers that utilize it while creating more positive candidate experiences for the job seekers.Best of all, live chat is relatively simple to integrate into existing career sites, advertisements, and other online recruiting tools. All your company needs is the right partner and a bit of code.

HR and recruiting pros are well aware of the dismal employee engagement numbers in the U.S., with roughly two-thirds of employees not engaged at work. What gets less prominent billing in industry publications is the equally important problem of candidate engagement. This lack of attention is troublesome for a number of reasons, not the least of which is the fact that candidate engagement is a critical precursor to employee engagement. Candidate engagement is the act of engaging candidates. By “engaging candidates,” we mean getting candidates interested in, excited for, and passionate about your company and the open role to which they are applying.  

Recruiters these days are expected to do more with less. According to a 2016 LinkedIn survey, 56 percent of respondents said they expected their hiring volume to increase in the next year. However, 61 percent of respondents said their recruiting teams weren’t going to grow in size to handle this increased volume. If recruiters are expected to hire more quality candidates without additional money or manpower, their only choice is to get smarter about how they recruit. This is where AI comes in – especially chatbots. Chatbots can automate a significant amount of the recruiting process. They can advertise job openings, collect candidate information, answer candidates’ questions, and update candidates on where they stand in the process. This is all time-consuming work, but it doesn’t require too much high-level thinking. That’s why outsourcing these tasks to chatbots can be a game-changer for recruiting departments. By letting chatbots do much of the repetitive communication work, recruiters can focus on more high-touch and strategic aspects of the recruiting process.

These days, data is power. The more information you have on candidates, the stronger your talent pool will be – and a strong talent pool leads to better hires in less time for less money. Of course, collecting candidate data is easier said than done, and managing that data once you have it my be even harder to do. How do you ensure that every candidate profile in your database is as up to date as possible? How do you track a candidate's entire history with your company when that relationship might span years? And how do you centralize all that candidate data in one place when it's coming from ATSs, CRMs, social media, and your own inbox?The answer, it turns out, is simple: You need to find the right candidate data solution.

It all starts with education. That means sales incentive programs help sales people become trusted advisors and include sales education that incorporates product information, the stages of the buyer's journey, and what salespeople should accomplish at each stage.

It wasn't too long ago that most employee incentive programs simply consisted of health benefits and paid vacation days. Today, however, those things are not enough to constitute a world-class employee recognition program. Employers that want to attract and retain top talent in 2016 need to rethink their employee engagement strategies and offer programs that motivate and inspire their employees to strive for more.

Whether you’re filling a very niche role, looking for a new executive leader, or dealing with a lot of openings at once, there may come a time when your in-house talent acquisition team needs a little backup. When that happens, you may want to call in a third-party recruiter.   Third-party recruiters, whether full-scale agencies, independent freelancers, or anything in between, can be intimidating to some employers. However, there’s really no need to stress over the subject. In certain situations, hiring a third party is the best way to find quality talent in a timely manner.

The Walking Mentorship is a personal and professional development program that combines a weeklong hike through Spain's Camino de Santiago with a variety of exercises designed to help you create a "strategic architecture" for your life. In this eBook, the founder of the program recounts the story of one session from the summer of 2016.

You have the talent, education, and skills to do much more than you are currently doing at work and within your career. So what’s getting in your way?In "Get Out of Your Own Way at Work", Dr. Mark Goulston, executive coach, CEO advisor, author, and more, examines a multitude of "self-defeating" behaviors that could be getting in the way of your career and your life. As a former crisis psychiatrist, UCLA professor of psychiatry, and FBI and police hostage negotiation trainer, Dr. Goulston has helped countless individuals get out of their own way and reach personal and professional success.Dr. Goulston has spent hundreds of hours guiding Fortune 100 executives, small business owners, and everyone in between away from their self-sabotaging behaviors. Now, he’s here to help you, too. Here’s to your future!

The average job search takes about six weeks – which, for most of us, is about six weeks too long. We want that darn job now! And who can blame us? There are bills to pay, mouths to feed, and career moves to be made. Few, if any of us, have time for lengthy job searches.We at Recruiter.com are here to help, which is why we’ve compiled this book of 130+ job search tips. We asked the experts for their insights on everything from penning the perfect cover letter to emerging victorious from a meeting with a hostile interviewer. So, if you’re currently on the hunt for a new job – or you’re planning to go on the hunt someday – then dive right in and learn everything you need to know about succeeding in your search.

In this eBook, we’ll take a look at six tech-related trends that are shaping the future of talent acquisition right now. By getting ahead of the curve today, recruiters can gain powerful competitive advantages and build the sort of recruiting and hiring processes that will carry them into the future, no matter what obstacles stand in their way.

The Internet has altered the way in which candidates go about applying to jobs, which means recruiters have had to adjust their tactics in order to find and hire the best talent. Today’s recruiters aren’t just recruiters: They’re also marketers, content creators, social media experts, tech experts, and data scientists. In this eBook, we explore how the right tech makes it possible for recruiters to juggle all of these roles with ease. We’ll take a look at six tech-related trends that are shaping the future of talent acquisition right now. By getting ahead of the curve today, recruiters can gain powerful competitive advantages and build the sort of recruiting and hiring processes that will carry them into the future, no matter what obstacles stand in their way.