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.
Delivering a positive interview experience isn’t just about filling a vacant role. Instead, creating a candidate-first interview process can directly influence your employer brand — and your ability to recruit top talent now, and well into the future. Recently,...
What does it cost to hire a new employee? The term Cost Per Hire (CPH) is an important — yet often misunderstood — term that helps to calculate the cost of recruiting, interviewing, onboarding, and ultimately bringing on a new team member. This metric can help...
How are you preparing your talent community and internal team members for Superday? In the investment banking, consulting, and financial services sectors, a Superday refers to candidates’ final rounds of interviews. Typically held between July to October, first-year...
As the saying goes, you cannot grow what you do not measure. Therefore, you cannot expect to grow a successful employer brand if you don’t collect data at each stage of the candidate experience. As the current hiring crisis continues, employer branding is essential to...
In such a fast-paced and competitive hiring environment, creating a lasting impression is key. So how can you be a successful intern candidate when interviewing for CrowdStrike? An industry leader in cloud-native technology, CrowdStrike offers internships in...
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.