Practical HR Tips, News & Advice. Updated Daily.
As soon as our teams are ready to transition back to a closer-to-normal routine, many organizations will be considering how to start recruiting again. The primary method of recruiting is posting a job on various online locations. But this isn’t the only option. Let’s take a look at other methods and review some pros and […]
The ripple effects of the COVID-19 crisis continue to increase as the unemployment rate rises to levels we haven’t seen since the Great Depression.
For both job candidates and recruiting professionals, the hiring process can be an exercise in extreme patience and coordination. This is especially true in the early stages of the hiring process, when an often large volume of candidates must be initially prescreened and assessed through a preliminary interview.
Today’s “Faces of HR” is a little different because we have with us an HR manager who works in Berlin, Germany. She found herself doing the job of her supervisor, who is out on maternity leave. The situation has given her a unique perspective on parental leave.
Earlier this week, the annual Society for Human Resource Management (SHRM) Talent Conference and Expo kicked off virtually, and while attendees weren’t able to enjoy the Florida sunshine or visit Disney World’s vast theme park after conference hours, they were able to enjoy the multiple sessions SHRM had to offer online.
In the span of what feels like 2 seconds, we’ve gone from talking about how to recruit when unemployment is at a low not seen in decades to dealing with the possibility of mass layoffs.
Employers today face a changed hiring landscape. Now, despite best efforts, employers are finding that people scheduled for interviews—even later rounds—simply don’t show up about half the time. And even of those who are offered a position or hired, many don’t come in for their first day. It makes recruiting even more difficult.
Before you begin the process of recruiting early talent, ask these seven questions to determine how to optimize your strategic approach.
Conversations surrounding the future of work often take a similar bent: The robots are coming, and either they will destroy the modern workplace as we know it or everything will be fine. According to one expert, however, we are having the wrong conversation when it comes to the future of work. Forget artificial intelligence (AI) […]
As an HR professional or recruiter, you’re vetting entry-level applicants based on the caliber of their résumé, burgeoning interview skills, nascent networks, and limited professional references. It’s a process that is often more art than science when an applicant’s work history is limited in scope.