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.
As 2018 approaches, the federal REAL ID Act has returned to the spotlight. You may even have seen a (hyperbolic and inaccurate) social media alert warning U.S. travelers that they’re all going to be required to get passports for themselves, their kids, and the family dog before they can fly to Disney World next year. (Not true.)
A new survey conducted among over 2,200 full-time hiring managers and HR professionals discloses the multitude of reasons why employers make bad hires.
The most recent edition of ManpowerGroup’s quarterly “Employment Outlook Survey” indicates that the first quarter of 2018 will be very strong in terms of staffing, reporting “the strongest hiring intentions in 10 years” according to a survey press release.
Think you’ve got employer branding figured out? You may want to rethink that certainty, in light of findings from a new study conducted by global communications and engagement firm Weber Shandwick.
“It was the best of times, it was the worst of times” might very well describe the recruiting life in 2017. Although recruiters have become go-to staff members amid a talent shortage, the talent shortage has made the job more difficult. Every indication is that 2018 will bring more of the same.
Before you examine your employer branding strategy, it’s a question worth considering—especially in an environment of ever greater scrutiny.
BLR® is pleased to announce that RecruitCon 2018, the premier recruiting event of next year, will be headlined by none other than John Hall, CEO of Influence & Co. and bestselling author of Top of Mind.
A new study from Allegis Group, a global leader in talent solutions, gauges the satisfaction of companies across key talent practice areas, and looks at stakeholder views on major trends. The key takeaway is that there is room for improvement.
Would you rehire an employee who previously quit? What if he or she was laid off? Does your answer change if the employee left many years ago? What if that person was fired?
In yesterday’s Advisor, we discussed the idea of creating candidate personas to assist in your recruiting efforts and why employers may want to do so. Today, let’s take a look at how to create a candidate persona.