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.
In yesterday’s Advisor, we gave some tips on how to get an interview started on the right foot and how to present the organization to the applicant during the interview. Today we’ll provide some more tips, this time focusing on the next parts of the interview: learning about the applicant and closing the interview.
Brilliant™ just released its Q4 2017 Accounting, Finance, and Information Technology Hiring Forecast.
How much does travel to and from work matter in terms of job satisfaction? The commute, it turns out, ranks No. 2 on the list, second only to people at work—and it’s a close second.
If you still think of freelancers as people who occasionally take on work assignments, you’re out of step with today’s employment marketplace. Freelance employment is on the increase, and freelancers now represent a significant percentage of the workforce.
Interviewing potential new employees can be exciting and overwhelming. It represents hope and opportunity, but there are also plenty of legal pitfalls to avoid, so it’s important to have a plan before you get started.
At our company, one of our core values is innovation. We believe creativity and progressive thinking are critical to our success. I happen to share the opinion of former Ford CEO Mark Fields, who said, “Without innovation, I strongly believe companies die over time.”
Recruiters today recognize that they can, and probably should, do most or all of their sourcing online and through social media, but many recruiters don’t know how to go about it.
One of the toughest decisions an HR professional has to make is who to hire. You probably have at least one story of a candidate who aced the interview and had great credentials but bombed in whatever job he or she was hired to perform. Hiring decisions can be stressful not just from an economics […]
Talent Board, a nonprofit organization focused on the promotion and benchmark research of a quality candidate experience, has announced the winners of the 2017 North American Candidate Experience (CandE) Awards.
Internal mobility refers to employee movement through different roles within the same organization. It can be related to employee development—as an employee progresses along his or her development path, they move to new roles accordingly.