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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.
Yesterday we published our interview with Gideon Maltz, executive director of Tent—an organization dedicated to aiding the men, women, and children of the world who have been forcibly displaced from their home countries. Today we’ll explore some of the common issues with refugees, and how to address them.
In yesterday’s Advisor, we talked about the idea of using a talent relationship management (TRM) program or system to assist with the entire recruiting process. TRM can be utilized not just to hire but also to maintain contact with and expand the long-term talent pipeline. We started to outline some of the many things TRM […]
A recent report from outplacement consultancy Challenger, Gray & Christmas shows an uptick of job cuts in January compared to December. The total remains lower than the same month a year ago.
We’re always looking for ways to hire more effectively and efficiently, and to keep a strong pipeline of resources and potential places to find new talent. As the unemployment rate shrinks, the pool of available talent does the same and makes our efforts to find and cultivate top talent even more critical.
The HR Daily Advisor would like to welcome Gideon Maltz, executive director of Tent—an organization dedicated to aiding the men, women, and children of the world who have been forcibly displaced from their home countries. Tent recently released a guide to hiring refugees in the United States.
If asked to name key traits of successful recruiters, you would probably cite the usual: communication skills, which include listening; confidence; patience; and flexibility, among others.
Motivated by a shortage of talent, and fueled in part by record low unemployment and a spike in business confidence, companies are bolstering efforts to improve the workplace experience.
Last month, Amazon, the world’s largest online retailer, issued a directive to recruiters and hiring managers: nix the salary history questions.
Salaries for technology professionals in the United States were flat in 2017, according to the annual salary report from tech career platform Dice. But all is not lost, when it comes to attracting tech talent.
It’s simple—if you keep the great employees you have, you won’t have to spend a bunch of money finding new ones. But how to do that? One part of that means keeping them happy and motivated.