Practical HR Tips, News & Advice. Updated Daily.
Recruiting is changing at a rapid pace. Some organizations are abandoning traditional methods for social media; some think software can do a better job than people.
In today’s highly competitive work environment, the recruitment industry has decided to shift to a more candidate-driven approach. Nowadays, companies no longer unilaterally select qualified candidates. Instead, jobseekers use their impression of a company and its recruitment experience to find which one best fits them.
Driven by their use of technology in all aspects of their daily lives, from shopping, ordering food, and rides to social networks, jobseekers have high expectations for how technology should enhance their job search.
United Airlines recently announced that it will be implementing a hiring freeze through June in light of the recent outbreak of coronavirus in the United States. Part of its decision stems from the fact that many travelers have suspended their plans, resulting in less air traffic, and therefore, there isn’t as high of a demand […]
Taking time off from a career can create a hurdle for the majority of employees. With 76% of U.S. workers between the ages of 24 and 38 expecting long-term career gaps, a reentry path into the workforce is needed, and contingent work may be the best bet.
Social media not only is a revolutionary communication tool but also offers several advantages to businesses. Companies can use these platforms to extend their marketing reach to new heights and make meaningful connections with their clientele. On top of this, an increasing number of organizations use it to screen potential job candidates.
The war for talent spares no industry! As we’ve previously discussed, employers in blue-collar industries are struggling to attract talent, and the same can be said for employers in the insurance business.
Like most employers across the United States, employers in blue-collar industries are feeling the strain of the candidate-driven market. A new report reveals that blue-collar industries are struggling to attract new workers, while the workers in these roles are reaping the benefits of the tight labor market.
Before you begin the process of recruiting early talent, ask these seven questions to determine how to optimize your strategic approach.
As the labor market continues to sway in jobseekers’ favor, it should come as no surprise that candidates also feel more inclined to negotiate their salaries before accepting a job offer.
Attracting and hiring top talent can be a tough process, especially in a tight labor market. So, it’s especially frustrating when you make it almost to the end of the process, find a candidate you’d really like to bring onboard, and then the job offer gets rejected.