Recruiterflow Blog

5 ways to improve your recruiting productivity

Recruiters spend only 37% of their time actually recruiting. So what makes up the rest of their time? The admin activities and the mundane repetitive tasks don’t add value to a recruiter’s day. Recruiting is a fast-moving business. Recruiters understand that talking to more candidates and onboarding more clients and roles

A New Kind of Family: Refugees in the Modern Workplace

Diversity: it’s been a hot topic over the past year. This year’s American Congress welcomed a long list of firsts and record numbers of women, and it’s just one of the modern workplaces welcoming fresh faces and big changes. Why refugees? I’m a lucky guy. Throughout my career, I’ve managed teams

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Make more predictable placements with activity-based recruiting

Recruiting is an unpredictable business, and many factors beyond your control play definitive roles in your success. For example, consider your placement records. One month, you are on a streak, increasing placements by 50 percent! You’ve finally cracked the code to recruiting — except next month, nothing goes right. You’re following the same approach

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What’s new with Recruiterflow?

It’s been a while since we came up with one of these. It’s been a super busy first quarter here. Alas, better late than never! So, here are a few things we added in the last couple of months and a snapshot of what’s to come. 1) New and Updated Analytics With

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Make the Sale: Pitching Your Place to Candidates

Recruitment and sales have a lot in common. I’d be willing to argue that recruitment and sales are more alike than they are different: modern candidates are shopping for a great job just as aggressively as hiring managers are fishing the talent pool for the next stand-out team member. If I

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4 Insights analytics can deliver from your recruitment analytics software

Recruitment is a candidate’s market right now. Recruiting and retaining brilliant talent is getting harder than ever. Those difficulties go beyond just finding the right person for the specific opening you have. What about candidates who are well-suited to your company, not just to your current positions? Keeping track of those

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