The rapid acceleration of technology has changed the way that people work, communicate and live their lives. As a result mainstream careers have changed and will continue to change.
There has been a significant amount talk about the candidate experience for the last several years among those responsible for hiring or those who are part of the hiring process. It is an ongoing discussion that never seems to yield a very good answer but always stirs up a bit of a response and then fades quickly to black.
With today's skills gap, you may find yourself struggling to find the candidates you need for particular positions. Filling these skilled openings may require more work than a typical position would, but it doesn't have to be costly.
Hiring the right employees for any size company can be extremely difficult and very time-consuming. Nevertheless, recruiting top workers should be a priority for every firm -- and your company should be no different.
Job candidates who already demonstrate social impact in their field can drive future recruitment, rev up engagement within the company, and act as a driving force in promoting the company brand.
Mobile technology has not only changed the way we communicate with each other, smartphones are redefining the way business is practiced in several key industries.
Employers need to be objective when hiring new employees to ensure they provide equal opportunities for every job seeker who applies. By applying these ideas to your hiring process, you will be able to select a candidate with accuracy and fairness.
It's understandable for you, as an employer, to be concerned when hiring someone who has a job gap in their resume. However, it's important to not allow unemployment to be the first determining factor in your hiring process.
Remember, even though it seems scary for your company to lose valuable employees, it's important to be aware of the advantages and disadvantages of this situation. Always be on the lookout for ways to improve the work environment and retain the talented employees you already have.
According to a recent survey by the Bureau of Labor Statistics, the number of people quitting their jobs is at an all time high since 2008. If you're experiencing an increase in the number of employees leaving your company, here are four reasons to explain why they're moving on.
The majority of the resumes you have looked at belong to candidates with sparkling GPAs and part-time jobs, yet lack the "job-related experience" needed for your company. Don't lose hope just yet.
Can you go a year without a salary or stay in a job where you're not happy? That's about the length of time to find a new executive-level job.
Excerpted from Too Big to Ignore: The Business Case for Big Data (John Wiley & Sons) by Phil Simon. In many organizations, Human Resources (HR) re...
When applying for a position it is most beneficial to properly "market your brand" so that an employer can easily evaluate your candidacy based on how you specifically are qualified and how you are better equipped than the competition.
When it comes to next-gen recruitment methods, social media's importance cannot be understated as it continues to take an increasingly mainstream role in recruitment strategies adopted by best-in-class companies.
While posting your jobs is great, waiting for the right person to apply is unlikely to garner the results you need. Here are some lessons you can take from the world of traditional marketing and apply to your recruitment efforts.
Major acquisitions aside, startups are often blind to the actual costs associated with full-time employees. As you celebrate and toast to your latest round of funding, please take heed of five employee costs often forgotten by founders.
Good candidate experience is open, communicative, and honest about your company and position. Bad candidate experience leaves your candidate with a very bad impression of your organization.
Bringing new talent into your organization is a wonderful thing -- these individuals represent growth, vitality, energy and creativity.Whether you are directly or indirectly involved in recruiting and hiring, here are some tips to help ensure a strong and vibrant work force.
6. Do not send job requests in an email with multiple cc's at various companies. Court your contacts. Make them feel special. No one wants to see that you want any old job. We'd like to feel that you want a job from us or with our companies.
By Dave Miller, National Football Post With the 2013 version of National Signing Day in the books, let's take a look at the National Football Post'...
Business leaders should consider how making an investment in curriculum and teaching resources may better suit their hiring needs than conventional recruiting methods -- especially as the nature of the 21st century workforce continues to evolve.
In effect, the NCAA has changed its philosophy from socialism to capitalism. It has changed its system from being state-run to the free market. Now, how will this affect Notre Dame? Will Notre Dame be willing to spend the money to compete with the football factories?
In the race to find top talent, speed might just be the name of the game. Whether your startup company is pre- or post-funding, getting the right people on board as quickly as possible is the best way to ensure success.
So if the employer doesn't see value, and the job seeker doesn't get much out of them, what is really being accomplished? At best they are a resume exchange and branding opportunity and nothing more.
