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Whether they were hired or rejected, talking to your job candidates about the entire recruiting process can help you to gain valuable insights into how the process looks from the candidate perspective. It can allow you to see trends and perhaps shed light on things the organization could be doing differently to improve the candidate […]
We talk a lot about the importance of thinking beyond salaries and bonuses to attract top talent. Employees want to have top-notch benefits, as well as a comfortable, friendly work environment. Part of that includes flexibility, such as working from home, generous paid time off (PTO), and more.
Just a few years ago, it would have been almost unheard of for someone to list the ability to grow, identify, or recommend different strains of cannabis as a job qualification, but the times are a changin’!
Just a few years ago, it would have been almost unheard of for someone to list the ability to grow, identify, or recommend different strains of cannabis as a job qualification, but the times are a changin’!
Is your company ready for the next round of graduates to enter the workforce? Gen Zs those born between 1995 and 2010, account for 61 million people in the United States. They’re about to begin their careers and bring with them a unique set of skills and values. This generation has never known life without […]
As organizations continue to compete for top-level talent, here are eight things they’re going to spend most of their time and money on in 2019.
In an increasingly service- and skill-driven economy, talent acquisition, development, and retention are immensely important for companies that want to stay competitive in the long run.
In yesterday’s post, HR Daily Advisor Editor, Jim Davis sat down with RecruitCon 2019 keynote speaker, Jeff Hyman, to discuss the world of recruiting. Hyman touched upon key predictors to look for in an applicant and how the world of recruiting has changed.
If you’ve ever hired the wrong person for the job, you know that the poor fit stings—personally, professionally, and financially. Every rushed or subpar talent acquisition means a new and long road of pain.
In part 1 of this article, we looked at the concept of passive candidates, as well as some broad approaches to finding great talent. Today we’ll look at how to find quality candidates and see if they will complement your organization.