While some HR insiders are convinced that the days of cold calling for recruitment purposes are long gone, there are still many Recruiters who apply this strategy on a daily basis. Here are some steps that Recruitment Consultants can follow before, during and after conducting a cold call which will help them to do it in an effective, professional and successful way.

Did you know that 44 % of people go to sleep with their mobile phones next to their bed because they don’t want to miss any updates, calls or messages during the night? Searching and finding great talent via mobile recruitment strategies is just one option.

In times of Social Media and the internet does it still make sense for an organisation to participate at a Job Fair? Yes, because it gives companies as well as jobseekers the opportunity to meet face to face without having to book for any appointments. It allows you to make effective use of your time by meeting a large number of people at the same place in a short period of time

In recent years recruiters have realised that their role to search, select and hire new talent has changed to some extent. A recruiter needs to look at his recruitment challenges from a marketer’s perspective: thinking and acting like a marketer. Creating and maintaining an excellent Employment Brand is one of many companies’ goals. This task should be conducted by the recruitment team but also supported by the marketing team.

Believe it or not, but according to Forbes 89 % of hiring failures are due to poor cultural fit. This figure should be a wake up call for many companies who believe that skills is all that matters, while culture fit is just a temporary buzzword.

If you take a closer look at the current job market you can notice that the IT sector is one of the most dominant sectors and this is not going to change in the future. On the contrary, it will increase even more. Hiring a great “IT Developer” can become quite of a challenge for a company, particularly if the company is not very tech-savvy.

Are you one of those recruiters who already started interviewing potential candidates via video or do you think this approach is something that is never going to happen or not really needed at your company?

There are many companies who emphasise that their staff is their most valuable asset but out of all those: How many make an effort to present on their corporate website valuable information for jobseekers? The benefits of having your own career site are manifold.

I've just released a new feature of Skillmeter Testing Platform called Test Center, which contains a set of predefined tests that cover IT topics - from Development (ASP.NET, PHP, Python, Java, Javascript, HTML) to Microsoft Office (Word, Excel, PowerPoint) and Project Management (Microsoft Project).