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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.
Debate about whether recruiting is sales will likely continue until the purple squirrel jumps over the moon. But one thing talent acquisition professionals can agree on is that recruiting requires communication.
As a recruiter, you probably have a very keen idea of how much a company’s bad reputation really costs. Today we’ll look at an infographic by Apex Global Learning.
After months of speculation and anticipation, Google for Jobs has launched. And it’s pretty much like it sounds. Oh, and by the way, it changes everything.
Yesterday we learned that drug use in the workplace or by workers is at a 12-year high, and we began to explore what recruiters can do with that information.
A colleague recently interviewed for a position with a company known as a leader in its industry. Her experience serves as a wake-up call for employers that overlook the connection between communication and culture, and offers a reminder to all about interview style.
As job seekers expand their digital footprints through social media and other online activity, recruiters are hot on their heels.
How much does employer brand affect a company’s ability to attract and hire top talent? Just ask Uber, the San Francisco technology company best known for its ride-hailing service.
Companies looking to hire information technology professionals should expect to pay higher salaries in order to attract these candidates. At the same time, employers searching for IT talent may find a somewhat less competitive environment.
A recent analysis by Quest Diagnostics shows that workplace drug use is higher than it has been in 12 years. What does that mean for recruiting? Let’s find out.
A white paper by ManpowerGroup Solutions tackles the problem of the current talent shortage in many industries—which projections show will only get worse. Their solution? Create an official talent pool sharing system amongst competitors, to the benefit of all involved—from the worker to the C-suite.