Over the past few years, an explosion of user-friendly platforms and tools have made it remarkably easy for novices to create attractive and functional websites. Following the trend, Main Sequence has seen an increasing number of executive search firms, staffing agencies, and sourcing professionals revising or launching new DIY websites, or moving to a CMS for recruiting website management.
While a self-built recruiting site can be a great cost saving measure, in a marketplace where your website is likely your primary advertising channel and initial point of contact with your clients and candidates, just having easy tools at your disposal isn’t always enough. You’ll want to make a good impression right from the start, and build a website that’s prepared to grow with your business.
Main Sequence has put together a free eBook to set you on the right path. 5 Tips for Building Your OWN Website will give you helpful tips, pointers, and important food for thought as you plan to create or update your website.
For most recruiters (and certainly HR), an Applicant Tracking System sits front and center in their recruitment tech stack. The ATS is much more than a repository of resumes and jobs. It’s a vital tool for streamlining day-to-day operations and optimizing the management of jobs, applicants, and employers.
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From a recruiting industry standpoint, it’s often assumed that increased labor mobility equates with increased job change velocity, which is a positive factor for recruiting activity. However, this trend may be starting to shift.
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What started out as a good intention – using legacy hiring data to streamline the candidate screening process – had the unintended consequence of perpetuating hiring bias. In the case of one online retail giant, recruitment AI learned to exclude particular groups of people from certain roles.
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