Industry insights

By failing to move with the times HR consultants and internal recruiters, who shun new recruitment technology, risk become extinct.

From slashing advertising costs to boosting workplace productivity, predictive hiring's return on investment can do wonders for your business' bottom line.

If you're hiring the wrong candidates, because you're not asking the right questions upfront, the impact on your business goes far beyond simply the expense of finding a replacement.

It's very easy to jump to the wrong conclusions about a potential employee when you read too much into their cover letter and resume.

Employers often focus on skills rather than attitudes, in an attempt to hire 'the best of the best', but they're forgetting that a champion team will always beat a team of champions.

Quality is far more important than quantity when it comes to sifting through a vast pile of job applications in search of the perfect hire.

As a recruiter it's easy to get stuck sifting through paperwork and playing phone tag, rather than spending your time on the more important task of actually securing the best person for the job.

When new employees lack motivation and are a poor cultural fit, these are symptoms that your real problem is that you're focusing on the wrong things during the hiring process.

From slashing job advertising costs to reducing time-to-hire, Signature Hospitality Group has made the most of Expr3ss! to overhaul its hiring processes and streamline operations.

Recruiting for hotels doesn't need to be a hit-and-miss dating game, not when there's an easy way of getting to know people before you call them up for a job interview.

When talent is scarce every business can struggle to hang onto staff, but it's a whole lot harder to improve staff retention if you're hiring the wrong people in the first place.

While artificial intelligence clearly has a key role to play in the future of recruitment, it is critical to ensure that this new technology eliminates hiring bias rather than entrenches it.

Employers complained about the lack of applicants. Now we have 500K migrants looking for work and some employers are still complaining.

Whether it’s by accident or on purpose, it’s easy for people to let bias cloud their judgement when it comes to hiring decisions.

Hiring great people, who are in for the long haul, requires focusing less on what they can do and more on who they really are. Everyone wants to avoid bad hires!

As employers are swamped by fake CVs and covering letters as ChatGPT ghostwrites them, isn’t it time to find a better way to determine whether someone is really a good fit for the job?

Quality is far more important than quantity when it comes to sifting through a vast pile of job applications in search of the perfect hire.

It’s not news that the labour market has shifted exponentially over the last few years (and if this is news to you, apologies for the rude awakening!).

The onboarding phase of an employee’s journey is extremely important.

Is your current recruitment system doing the most for your staffing and business goals?

Hiring decisions are one of the most important tasks for HR professionals.

When preparing your job advertisement and application process, it may seem intuitive to ensure it is as comprehensive as possible in order to avoid time-wasters.

Due to the Coronavirus pandemic, many businesses have made significant adjustments to their usual operations, one of those changes has been to reduce costs in a number of areas including recruitment.

Workplace culture can be defined as a combination of shared beliefs, values, attitudes and behaviours that shape the way an organisation and its employees function.

Where to start? What to include? How and when you present your case will be key to success.

Ideas to create a feeling of caring connection for the individual, the team and the community at large.

The Healthcare and Education industries in Australia are experiencing a high demand for talent.

As Australia slowly awakens from this moment. What are the implications for HR, now and into the future?

Hiring staff is expensive in terms of recruiting time. How to set transparent expectations early?

Franchisees are not professional recruiters, yet are often expected to do the work of one.

How do you pick the best applicant for the job and avoid CV reading fatigue?

It has been predicted that by 2025 there won’t be enough nurses to meet demand.

The increased speed has become a defining characteristic of the modern recruitment world.

Is AI biased? Of course it is! And so are humans.

Are you another recruiter or HR professional working from home? How will this change how you hire?

How are you preparing for the influx of candidate applications? We suggest making a list of technologies that can assist with remote recruiting.

With the current influx of applications for jobs, how much harder and stressful will it be for traditional recruiters to pinpoint the best hires without the help of technology?

Locating a skilled candidate can be one thing, but finding someone who is happy to stay in a new position is another.

One of our wonderful Expr3ssors! shared this awesome image with me this week

The Easybeats were right, we do have Friday on our minds. And why not?

A national retailer has slashed its recruitment advertising spend by 95%

According to recent research, two major industries are experiencing high-demand for talent.

Congratulations! Our Ferrython VIP 2019 winner, is Melanie Pollock from West HQ

If I told you about a retail company that processed more than 354,000 unique job applications in 10 years, would you believe me?

Resumes are supposed to be an accurate, factual document detailing work history, education and experience. Four out of five resumes fail the test.

Just how important is Time-to-Apply?

As competition for talent reaches an all-time high, the rush to get the best candidates through the door can often overshadow the focus on doing hiring well.

As CFOs at the helm of two high-growth HR tech organisations, Xref’s James Solomons and Kristie Langley-Gliddon from Expr3ss!, are perfectly placed to discuss the evolving relationship between finance and HR.

We keep hearing about the war for talent… “Today it’s not just challenging, it’s downright hard and complex,” says Jacob Morgan on Inc.com.

Australian Human Resource professionals are more forward thinking than most.

2017 has come and gone. And you may have noticed that we didn’t send you a Christmas card. No ‘happy holiday’ wishes, no ‘festive fun’. Nothing.

Q: Are you missing out? A:  If you don’t have the Expr3ss! widget on your website career pages, you probably are.

In researching some current data from our database of more than 3 million job applications, we came across some interesting trends regarding Job Aggregators

If you already know what success looks like in a specific job based on the characteristics, behaviours and attitudes of people who’ve done well in it, why not use that to inform your next recruitment for that very same job?

I’m a big advocate of hiring for behaviours and attitudes, and training for skills.

Last week I was invited as a keynote speaker to participate at the prestigious Salesforce World Tour.

Change, like death and taxes, is inevitable. Businesses with the agility to react to change quickly and appropriately are better positioned to adapt and thrive in the long term.

Expr3ss! is pleased to announce that predictive hiring technology is once again disrupting the status quo and improving the way companies staff up.

At Expr3ss! we consider our customers to be our most valuable business asset. Do you?

When Expr3ss! wants to know more about what’s top of mind for the tech industry’s key innovators, our team turns to TechCrunch Disrupt.

Earlier this year, the news outlet partnered with Solstice Media to present “Disrupters,” where Expr3ss! Co-founder and Chairman Dr. Glyn Brokensha was a featured speaker.

Our team is crazy about Krispy Kreme Doughnuts, both as sweet treats and an Expr3ss!

The CIA’s multi-step recruitment process looks at a candidate as a whole person, according to Ron Patrick, Head of Recruitment for the agency.

Many employers have been brainwashed by the myth that recruitment and retention are difficult because there are no good candidates.

More and more it seems that companies are doomed to a revolving door of employees.

When business owners and hiring managers sleep, they dream of talking to intelligent, skilled candidates who have talent and drive and who understand their company’s corporate culture.

When it arrived, video conferencing was heralded as the next big thing in recruitment.

If you’re staffed with Millennials, your business is at an increased risk of losing some of your best workers in a very short time.

Expr3ss! knows that when it comes to staffing and recruitment, a single goal is shared by companies of all sizes: to hire the “best of the best”.

Expr3ss! Adds Another Fred Hollows Sponsorship

We are in business to make a difference and figures prove that we have for our long-term client, Michelle Adey, the HR Administrator at Radio Rentals and RT Edwards.

One of our favourite customers says,“Cost is the enemy”. But I beg to differ...

Wouldn’t it be great if there was a Google® just for jobs?

Have you been searching for, “The One”?  You know they’re out there… they must be… the one true applicant who is the perfect match.

How many times have you seen and heard “our team is important to us”, “our people are our greatest assets” and “it’s our people that we need to thank for our success.”

It’s not too hard to define what a resume is … the Australian Government has already done that for us, bless ’em