Recruitment articles at their best

Let us look at the main stages of hiring Web3 workers in more detail: job posting and Web3 job boards, screening, interviewing, including initial interviews and technical interviews, reference checking, making job offer, onboarding.

Hiring in the Web3 industry can be a challenging task, as the industry is highly specialized and rapidly evolving. Here are some of the main challenges that companies in the Web3 space face when trying to hire top talent, the key features of recruitment in the Web3, a few key strategies and helpful tips for recruiting in the field of Web3.

Data-driven recruiting is using data in recruitment to optimize the hiring process. This data-driven approach means that instead of relying on luck, recruiters can now rely on verified and accurate data to do their job faster and more effectively. This data-driven approach will significantly help your recruiters select the best candidates.

A talent pool is a set of potential candidates created and maintained by recruiters and organized as a candidate database and usually kept up to date with a candidate tracking system and recruiters’ information received as a result of every current project. There are some good reasons why a company should have a quality database of candidates.

Pay-per-hire end-to-end recruitment is an ideal decision for any company, especially, to begin the collaboration. Pay-per-hire recruiting is based on the salary percentage pricing model. This model allows the agency to receive a percentage of the candidate’s annual salary. Clients pay fees after successful vacancy closing.

A candidate’s experience is a series of interactions between the candidate and a particular company through the hiring process. Speaking about candidate experience in recruitment, it is evident that both positive candidate experience and negative candidate experience can significantly impact the entire quality of recruitment in the company.

Every hire project begins with an intake meeting. And it is no secret to anyone that the results of this intake meeting with the hiring manager will positively or negatively impact the entire recruitment process. For some reason, many managers and client management representatives need to pay more attention to the importance of intake meetings.

Hybrid recruitment strategies work significantly throughout the whole recruiting process and help employers speed up the hiring time and reduce the general costs and applied effort. These strategies help recruiters weed out more candidates in less time and find the most qualified talent. Thus, the future of recruiting lies in its hybrid form.

Recruitment metrics provide an objective view of the value and effectiveness of the recruitment process. These metrics are specific indicators or data points used to track, manage and optimize recruitment processes. In short, these measurements help recruitment agencies evaluate the quality of their hiring process and the effectiveness of their hiring strategies.

Let us figure out in more detail what a candidate profile is and what should be included in the ideal profile to get a perfect result based on the experience of OnHires. And the better the profile quality you create, the better your candidate will meet the requirements of the position you are eager to fill.

The GDPR is the abbreviation for the General Data Protection Regulation. This Regulation was put into effect in 2018. The introduction of the GDPR has complicated the work of recruiting agencies. But there are the simple rules of compliance with the GDPR’s practices that can help you to operate successfully in any business area.

Sourcing candidates is a pure search. Sourcers find suitable candidates through active sourcing and then presents the recruiter with all the obtained data and goes on to source candidates again. When building your sourcing strategies, you should use the tips given above. The main thing is that your strategy must work and allow you to quickly and efficiently find suitable candidates for your positions.

We offer to look at internal and external recruitment features in detail. Internal recruiting is hiring a new employee from the company’s current staff. External recruiting is hiring a new employee from outside the company. Both of these methods have the advantages and disadvantages.

Recruiters are nowadays performing a complex task hunting for both active job seekers and passive job seekers, especially in IT recruiting. We will try to determine the difference between active and passive candidates. Plus, we will learn more about the ways of finding and hiring candidates.

The importance of job description in the recruitment process cannot be overestimated. The job vacancy, and the description of job duties and central functions should include several other mandatory things, like the company’s mission or work conditions. However, it is essential to understand that job postings should provide all the needed information to classify the position, not a specific person.