Only 7% of employer brands share content beyond the typical job posting. This creates a pool of disengaged applicants moving through your recruiting funnel. By the time you’re ready to make an offer, 80% of candidates are already disengaged.
The people on this list are changing that for their companies by creating consistent content on their personal LinkedIn pages. Pay attention to what they are doing – you may learn something.
Scholars helps companies build engaging candidate experiences at scale. Create personalized journeys for all of your candidates from application through onboarding.
2022 has not been easy on recruiters. The recruiting field has always been cutthroat. Pre-pandemic, the turnover rate for recruiters was 25% — meaning one in every four recruiters left their job each year. But with the Great Resignation causing job vacancies to hit...
On-campus recruiting is back — and according to a recent Wall Street Journal article, companies are pulling out all the stops to attract top talent. According to the Bureau of Labor Statistics, the number of current job vacancies is at an all-time high. As of March...
What’s better: Being understaffed, or going through a hiring boom and risking layoffs? It’s a gamble no company wants to make, yet with today’s somewhat volatile hiring market, more and more recruiters are weighing the costs of overhiring. At one point, overhiring was...
Imagine this scenario: After a promising student completes a summer internship at your company, you extend a full-time job offer. They accept, and you conduct a minimal 2-3 touch points throughout the fall and winter months. In May, you shoot over an email message,...
Each year, between 50-60% of college students complete an internship. Of those students, 70% receive a full-time job offer from the company post-graduation. And yet, only half (56%, to be exact) will take the company up on its offer. The other half will choose to take...
Internships and early-career jobs are unlike any others. They are often accepted months, if not years, in advance of the start date leaving plenty of time for candidates to change their minds and decide to work elsewhere, costing your team time and money.
There are two ways that have been proven to decrease renege rates for any company: keeping candidates engaged by sharing personalized information and helping them make connections with their future teammates. Companies use Scholars to accomplish both of these at scale.