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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.
I recently had the pleasure of sitting down with Zoe Harte, Senior Vice President, Human Resources and Talent Innovation at Upwork to discuss the findings in their recently released Future Workforce HR Report 2018.
Contrary to popular belief, summer employment is not reserved for just the recreation and outdoor industries. And while the summer is already underway, hiring intentions remain constant among many industries.
Wouldn’t it be nice to have some way to assess the likelihood that a given candidate will stay with the organization long term—or to have at least a way to predict which candidate is more likely to succeed in your organization if more than one seems qualified for a given role?
Getting good grades in high school helps you get into a good college, but does getting good grades in college help you land a good job? Do companies even look at grade point averages (GPAs) when reviewing candidates’ résumés? If you’re like the 12% of C-Suite executives who say grades matter in the hiring process, […]
A recent study found that the public sector and the private sector have very different methods of recruiting.
With unemployment so low, it’s hard to find top talent. Which is why many employers are turning to interns to help fill the void.
So much of the human resource function is geared toward recruitment that retention is often relegated to a secondary position in terms of the broader staffing picture.
We’re in an age of “competitive abundance,” says Rusty Lindquist, Vice President of Strategic HR Insights at BambooHR, exacerbated by “differentiation decay.” Lindquist offered his thoughts at SHRM’s Annual Conference and Exposition, held recently in Chicago.
In yesterday’s post, we uncovered the three “do’s” when using a recruiter to find top talent. Today we’ll focus on a few things you’ll want to avoid when using recruiters to scout top talent for your organization.
Attracting talent is a huge undertaking, and if your job ads aren’t worded properly, you could be missing out on great candidates. But when you post a condescending job ad geared toward Millennials basically blaming them for being lazy, you’re probably going to attract a lot of criticism, not talent.