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 part one, we noted that hiring decisions are imperfect. Despite our diligent efforts, it is quite difficult to consistently get the best candidates who stick around long term. We started to look at some ways to go beyond the standard interview process to further screen candidates in the hopes of making better hiring decisions. […]
Yesterday we began to explore how to attract, hire, and train seasonal teen workers. Today, we have a few more tips on that topic.
When we talk about the workforce, it’s easy to assume we mean adults. However, over 1.5 million teens are currently working in the United States. Many of those teens are minors (aged 13 to 18 years old) and they prefer seasonal work because it works well with their school schedules and other commitments.
If your organization is currently hiring or is considering hiring seasonal workers, here are a few best practices to keep in mind.
“Help Wanted” ads have evolved significantly since the Age Discrimination in Employment Act (ADEA) was first enacted in 1967—from classified ads in the local newspaper, to listings on company websites and online jobs sites like ZipRecruiter.com and Indeed.com. With the recent advent of advertising on social media platforms, the recruiting landscape has changed even further.
What else can employers and recruiters do to better assess candidates and try to improve new hire retention? Here are a few additional steps employers can take in the candidate screening process.
In a recent interview with Ankit Somani, cofounder of AllyO, we discussed how conversational artificial intelligence (AI) is revolutionizing the recruiting industry.
Creating a unique and memorable experience is a great way to get candidates excited about working for your company. In order to create an unforgettable experience, you need to start with communication. And what better way to engage a candidate than through text messaging.
A new Arizona law taking effect August 3 provides a broad exemption from negligent hiring claims for employers that hire workers who have criminal convictions. Arizona is the seventh state in the United States to enforce this type of law; could this be a sign of things to come for other employers around the country?
Yes, you read that title correctly: 80% of workers are actively seeking a new job, which is good news for recruiters and hiring managers looking to fill vacant positions, but terrible news for employers who are looking to retain their best and brightest workers.