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.
I hate to be “that guy,” but the holiday season is quickly approaching. Have you hired your temporary staff yet? I know, I know, Halloween is less than a month away, and the kids just went back to school, but if you aren’t prepared for the holiday rush now, you may be putting your company […]
Does your organization offer relocation assistance for employees? Many employers have opted to do so, especially in a tight labor market where some positions are difficult to fill in a specific geographic location.
Try and discover reasons women are not applying for jobs at your company. You can start by looking at your job announcements and recruitment. Examine the way your jobs are advertised, the networks they’re being sent to, or whether recruiting is being done with a recruiting company that isn’t focusing on women applicants.
Research conducted by Jobscan found that 98% of Fortune 500 companies use applicant tracking systems (ATSs), and a Kelly OCG survey estimated 66% of large companies and 35% of small organizations also rely on ATS software.
How often does your organization conduct a job analysis? Is this something that is done routinely or only when a job vacancy must be filled? Is there a formal process involved?
The historically low unemployment of recent years has drawn attention to what many employers woefully refer to as the “skills gap,” which is the idea that even though there are applicants for an open position, there aren’t enough applicants who meet the qualifications.
The American job market has been seeing historically low unemployment levels for some time now, meaning it’s harder for employers to find qualified job applicants to fill key positions. But some industries are feeling the sting of the tight labor market more painfully than others.
Biases are like noses: We all have them. They impact our personal and professional lives, and despite attempts at avoiding biased decisions, we’re often unaware of our own biases, as many are unconscious. This is particularly problematic during the hiring process.
When interviewing candidates, do you find that the interview tends to get off topic quickly? Are the candidate’s answers not as robust as you expected them to be? Have you considered overhauling your interview process but don’t know where to begin? We have a suggestion: Try asking behavior-based interview questions.
In a candidate-driven market, jobseekers have the upper hand. Because of this, candidate “ghosting” remains an annoying issue for many employers across the country. If you’re unfamiliar with the term, ghosting occurs when a candidate cuts all communication with recruiters and hiring managers.