We held a get together this week about remote recruitment and onboarding and got great reactions! For anyone who missed it:
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We held a get together this week about remote recruitment and onboarding and got great reactions! For anyone who missed it:
But even without a global pandemic, the increasing pace of technological, social, and economic development has us confronting the unknown almost on a daily basis. That’s why it’s time to talk about resilience.
Reference checks can, and should, take you much deeper into a candidate’s psyche, talents, and approach to work.
The last several months have seen a significant change in high-tech, with some industries growing at a record pace, and others contracting painfully.
After several months of economic uncertainty and ongoing COVID-19 restrictions, employer branding has taken on a whole new significance and requires a whole different approach.
When developing technology, especially in high tech, the question arises as to whether the technology development should be patent protected.
Where did you always want to work before you landed where you are now? Was it Google? The New York Times? Starbucks? Why? These companies are excellent at attracting the best minds in their fields by creating and maintaining hype about going to work for them.
If you are recruiting workers in the world of technology and you want to know what employer branding and candidate experience really are – how they relate to the brand of the company and how to build them properly, you should listen to Adi Avital, PROMO’s employer branding manager.
It’s an important question that every employer should ask himself. If nothing else, it’s a practice in humility. But it should also be a motivator, leading you to build a better working environment that will attract the right talent and keep them excited to contribute to your project for years to come.
Yael Avidan is our head of executive talent acquisition and Lahat Abu is the VP R&D at DoubleVerify. Oh, and he’s also her partner. They both sat down and recorded an interesting conversation together about recruitment of executives, team development and employee retention.
Young, growing startups need to recruit a large amount of talent in a relatively short period of time. This need does not align well with the level of competition in the market, which creates high demand and problematic supply.
Seebo has successfully built an employer brand that generates an organic flow of candidates to a position that becomes available.
We’re committed to leaving organizations and their people in a truly better place –
more changeable, more engaged and better equipped for creating a better future.