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Third-party cookies have long been a staple of recruitment advertising and marketing, but they are on the verge of extinction. With the increasing focus on privacy and data security, third-party cookies will soon be a thing of the past. This presents a challenge for recruitment marketers who have relied on these cookies to target and track their campaigns. However, there is a solution to this problem: communities. By building and engaging with communities of customers and po

Talent pipelining is the process of building a pipeline of potential candidates who could apply for roles in the future but are not yet ready to enter the selection process for an immediate opportunity. Your talent pipeline should be a collection of candidates who are engaged and can be contacted when relevant roles become available. This is relationship-centric recruiting, instead of searching for candidates that fit an immediate need, talent pipelining requires you to buil

Employee resource groups (ERGs) are employee-led groups that focus on promoting diversity and inclusion within a company. These groups, also known as diversity and inclusion groups, can be valuable resources for employees and can help create a more inclusive and supportive work environment. Typically ERGs represent underrepresented groups, such as people from minority ethnic groups, women, and the LBGTQ+ community. But ERGs can be formed wherever your people see a need. Her

It is difficult to predict with certainty what the top trends in talent acquisition will be in 2023, as they can be influenced by a variety of factors such as economic conditions, technological advancements, and changing workforce demographics. However, based on current trends, here are the Hollaroo predictions on what talent acquisition in 2023 could see: Increased use of artificial intelligence and automation: As technology continues to advance, it is likely that we will se

In this paper, we expose and consider the differences between recruitment marketing and selection, and the rationale for different systems to support these distinct functions/phases of the candidate relationship. The job of hiring is hard enough without having candidates simply deselecting you based on ridiculously poor candidate experience. We cut through the smoke and mirrors of deciding which technology will offer the power to drive each part of your process to the benefit

At Hollaroo we think of succession as a conversation rather than a process. In this guide we’ll talk about why, and how you can re-think succession planning the Hollaroo Way. Succession is about having the right people in the right place as a business evolves. It’s rarely about replacing like for like as people retire or resign. Anyone who works with people knows that it’s hard to put them in boxes. The danger of the traditional nine-box grid for succession planning is that y

According to LinkedIn Research 75% of recruiters say they've seen a candidate change their mind after signing their offer letter. More often than not, this is down to a poor candidate experience. So we're going to be sharing some insights on how to deliver the very best candidate experience and engagement including: Why is the candidate experience more important than ever in the current climate? What are the most common weak points and how best to improve them? How should

We’re delighted to have worked with Aytan Hilton from Cub3d Consultancy on this whitepaper. In this whitepaper we explore how much poor onboarding is costing organisations and the cost of delaying implementing a new programme. We focus on ‘no-show’ and ‘infant attrition’ rates and look at the contributory factors that need to be explored to calculate the cost of poor onboarding. We’ll also provide some solutions and hints and tips for effective onboarding. The numbers ar

(Originally a LinkedIn article, written by our CEO, Hugh Fordham. You can see the original here.) I’m a big fan of Oliver Burkeman and his “The Imperfectionist” newsletter which covers approaches to productivity and time management. His most recent article, however, also made me reflect on the state of HR technology and why it is so hard to get right. In the article called “Systems vs life” he talks about how new productivity techniques or approaches all start with great enth

We all think that Covid is over, but there’s one trend that we just cannot shake off. We’ve gone from the Great Resignation to the Great Attrition and now we are looking at the Great Renegotiation. Competition for talent remains as fierce as ever. We know the statistics - there are more open jobs than unemployed workers, the voluntary quit rate is 25% higher than pre-pandemic levels and at current projected trends, openings won’t return to normal for some time. And throughout

There has been some interesting research, published recently in Science, based on data sourced from LinkedIn. This data comes from randomised changes in what was shown to users and how they responded to it. This has triggered some debate about LinkedIn users being “experimented upon without their knowledge” but the researchers insist nobody was put at a disadvantage and that this experimentation is covered, of course, by the terms and conditions… Leaving aside the ethics of t

Working in recruitment has always been a bit of a rollercoaster ride but the past few years have taken things to a whole new level. We have gone from the relative normality of 2019, through the screeching halt of 2020 and then onto the frantic pace of 2021. Now, as we look ahead to uncertain times, there is a genuine fear that we might have to go through the whole thing again. In my conversations with recruitment leaders there is hope that organisations will have learnt that

With the Hollaroo Onboarding Community platform, a sense of community was created, and trainees can access all the information they need in one place including what to expect during their training contracts, regular updates about life at Sidley, and the firms’ social feeds. Read more...

LOCOG worked with Hollaroo to give their employees a unique opportunity to engage with future employers, partners and sponsors to prepare them for the next step in their career. A chance to engage outside of the short term and pressured environment of the classic job- focused process. Read more...

Well, Summer is well and truly coming to an end and as we welcome the dawn of Autumn (or Fall for my transatlantic friends), some recruiters and talent acquisition leaders are starting to turn their thoughts to hiring for seasonal surges. And if you’re not, then you should be. As we enter the fourth quarter of the year, we start to see preparation in certain sectors for their busiest time of the year. For industries that target consumers, the last quarter of the year is gener

Hollaroo enables new mobile notifications functionality to help increase user acceptance and communicate urgent messages faster Maidenhead, 04 August, 2022 – Hollaroo, a leading provider of Talent Community Engagement Platforms has just announced new mobile notifications functionality in their latest release of the solution. In previous versions of the solution, targeted notifications of relevant information were delivered either inside the platform via an action box or via e

With shrinking talent pools and the pandemic accelerating the talent crunch, there’s no respite in sight. It’s time to turn talent acquisition and retention on its head to build sustainable long-term relationships. Hollaroo, Cornerstone and Essex County Council are getting together to discuss: · Candidate Data – Supporting DE&I Initiatives · Effective strategies for building employer brands · Lack of Social Media presence in the public sector · Transformation projects resulti

With shrinking talent pools and the pandemic accelerating the talent crunch, there’s no respite in sight. It’s time to turn talent acquisition and retention on its head. Think more broadly and plan for the long term. Put the candidate at the heart of everything you do. An effective Talent Acquisition strategy is not something you can build overnight. You need the right amount of time and resources to kick it off. You also need to understand where your organisation stands in t

The impact of the pandemic meant organisations needed to fast track digital transformation to deal with the immediate needs of the remote workforce. Recruitment needs to play a central role during digital transformation and it’s important to get key stakeholders and executives to buy into the digital strategy. It requires the full backing of the C-Suite to drive the change and culture needed when introducing new technologies. With Digital Transformation, leaders are learning

We get asked all the time, “how can Hollaroo help with DE&I?”. So, here are our thoughts. We all know it’s difficult. Difficult to hire a diverse workforce. It starts at the employer branding end and works its way through the entire process. Is it fair, is it inclusive and is it equitable? You’ve done everything you can and then you get a plethora of diverse candidates applying to your roles. Well done you! But hang on. You can only hire one person for the role. What happens