Practical HR Tips, News & Advice. Updated Daily.
In yesterday’s Advisor, we took a look at some of the benefits of offering a sign-on bonus as an enticement for candidates. Then we started to review some of the potential pitfalls to avoid as well. Today we’ll continue that list of pitfalls to avoid.
If you’ve never encountered a situation where a job offer has been turned down, consider yourself lucky. Most organizations face this as a possibility when recruiting new candidates, especially when looking for top talent who may have multiple concurrent offers to consider.
HR managers and recruiters have been using social media to screen candidates for a while now. And the trend is rising. But what happens when you find a great candidate who’s perfect except for his or her social media presence?
This year’s crop of college graduates will find welcoming conditions as they enter the entry-level job market. According to a new survey from CareerBuilder, 67% of employers say they plan to hire recent college graduates this year, up from 65% last year and the highest outlook since 2007.
Yesterday’s Advisor began to explore the dangers of rushing a hire. Today we’ll hear more on that topic.
What if you need someone to fill a position immediately? The instinct is to rush and get whomever you can as fast as you can. But rushing the process can have damaging results.
While the Bureau of Labor Statistics finds that the unemployment rates of certain segments (especially those 18 to 25) of veterans continues to trend above national rates, employers stay committed to actively recruiting and hiring veterans.
By Ryan Jenkins, host of Next Generation Catalyst Millennials want an employer that fits their lifestyle, personality, and priorities. The death of company loyalty, the rise of remote, flexible, and project-based work, and the plethora of entrepreneurship outlets available today have forever changed the employer expectations of the next generations.
Yesterday we saw some of the considerable costs of hiring a bad employee. Today we’ll look at ways to reduce the risk of hiring such an employee.
With the recent upward trend of the economy and new lows in unemployment, employers have fewer applicants for their job openings than they are comfortable with. What happens when they settle for a less-than-great employee?