Practical HR Tips, News & Advice. Updated Daily.
This is the second in a series of three articles dedicated to the wonderful men and women who likely have not read the latest bestseller on leadership but still get up every morning committed to making a real difference in the work, careers, and lives of others. This series will explore the universal, timeless principles […]
U.S. labor market trends, as reported by the Bureau of Labor Statistics (BLS), show that the employee quits-to-layoff ratio has significantly risen over the last 8 years, soaring higher than prerecession levels. This emerging trend in data goes to show that workers are confident in their ability to find another job. It also proves that it’s […]
Do you employ workers with Autism? If not, you’re missing out on bunch of benefits these workers bring to the table.
Although 70% of Americans don’t think that robots will necessarily overtake their jobs in coming years, an overwhelming number of Americans are worried that other automated technologies and innovations will, according to a Pew Research survey.
HR professionals around the country are feeling the pinch of a tight labor market. While a roughly 4.0% unemployment rate is great news for jobseekers, it poses a real challenge for recruiters.
So much of the human resource function is geared toward recruitment that retention is often relegated to a secondary position in terms of the broader staffing picture.
Employers are beginning to spend more money than ever before on their training initiatives and tools. Yet one source indicates that less than 30% of all training being executed is actually being used on the job a month later.
In yesterday’s post, we uncovered the three “do’s” when using a recruiter to find top talent. Today we’ll focus on a few things you’ll want to avoid when using recruiters to scout top talent for your organization.
So much of the human resource function is geared toward recruitment that retention is often relegated to a secondary position in terms of the broader staffing picture.
Attracting talent is a huge undertaking, and if your job ads aren’t worded properly, you could be missing out on great candidates. But when you post a condescending job ad geared toward Millennials basically blaming them for being lazy, you’re probably going to attract a lot of criticism, not talent.