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Note from the editor

Employers don't need a newsflash to alert them that recruiting has gained importance. They know — most likely from their own experience — that a swift, productive recruiting process will net them the employees they need. But what does such a process entail, and how can employers best implement it?

Think of the recruitment in stages. The first step: attracting candidates. From mapping out needed positions to posting job announcements in troves of talent, this initial phase sets the stage.

Next, recruiters and hiring managers start interacting with applicants as they read resumes, verify references and schedule interviews. Once applicants appear for an interview, whether in person or via telephone or video conference, the final stage begins. Candidates must prove themselves fit for the gig and a hiring committee is tasked with picking the right person for the job.

This report details multiple aspects of the increasingly-important recruiting process:

  • How to upgrade the quantity and quality of applicants

  • What to do when applicants won't communicate

  • GPA's shifting importance

  • The best — and worst — interview questions

  • How to make the most of pre-existing recruiting data

  • Attracting the best interns with employer branding

  • What it means to own diverse recruiting

  • Recruiting in a multigenerational talent pool

  • Leveraging employer brand to attract intern talent

This does not exhaust the ins and outs of recruiting, but it highlights the most pressing issues and evolving trends. We hope you enjoy this in-depth look into recruiting.

Katie Clarey Associate Editor

Recruiting's holy grail: Improving both quantity and quality of applicants

It's an ambitious goal but, like most things, it’s all in the prep

Are your applicants ghosting you?

To minimize the chances of it happening at your company, better communication policies may be key.

Should employers care about GPA anymore?

In some areas, like academia or finance, the data may be significant. But in many cases, GPA may be a false indicator of future success and a potential discrimination risk.

How to ask the right interview questions — and avoid the wrong ones

It's a tall order for HR professionals and hiring managers: get the information you need, without running afoul of the law.

Improve recruiting results by mining the data you already have

With a tight applicant market, it may be tempting to take swift, drastic measures. But it can be worthwhile to consider some key metrics first.

Don't blame it on the pipeline: How to make diverse recruiting part of your company's DNA

Companies generally recognize the benefits of a diverse workforce, but actually creating one is a different story.

Recruiting in a multigenerational labor pool requires a wide net

From branding to interviewing, recruiters are thinking about ways to reach all five generations represented in today's workforce.

Leverage employer branding to attract top intern talent

As the market for interns gets tighter, can employers use their brands to drive applications?