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In yesterday’s article, we’ve already established what it takes to lure in candidates with an amazing LinkedIn® recruiter profile. Today we’ll uncover how to search for potential candidates using the free search function in LinkedIn.
The biggest mistake that recruiters make when hiring is focusing on the individual and the individual’s experience as the primary means of determining the right candidate.
Adding to yesterday’s post, here’s more information about the various shapes and sizes of company culture, with some real-life examples.
When considering whether or not to stay with their current employer or look for a new job, 73% of respondents say the flexibility an employer offers aids in their decision.
We’re currently experiencing one of the lowest unemployment rates for veterans in the United States since the Great Recession of the early 2000s, at 3.7%. However, veterans are still extremely underemployed, meaning that they’re not applying for or acquiring jobs that truly meet their experiences, strengths, skill sets, and capabilities.
Although 60% of CEOs think that their employer brand lies solely with them, research also indicates that 69% of job applicants are more likely to apply to a job for employers that actively manage their employer brands. So, recruiters should be heavily involved with creating and managing their employer brand, too.
Engaging employees in general is already a big enough challenge. But how do you engage five different generations equally well?
This spring, the Trump Administration indicated that it plans to revoke work authorization for H-4 visa holders and that it would provide details about a new policy by the end of June. That deadline has come and gone, but speculation about what the change might mean for H-4 visa holders is rampant.
Approximately 30% of U.S. defined benefit (DB) pension plans currently have a funded status of 95% or higher, making a full buyout or significant risk transfer transaction a “feasible option” for a growing number of plans since the start of the year, according to a recent analysis by RiskFirst, a financial technology company that works […]
Employers may eventually see a change in how they can restrict the use of their e-mail and other communications systems for union organizing now that the National Labor Relations Board (NLRB) is requesting comments on what standard it should apply.