Boomerang employees, also called rehires or alumni hires, are employees that leave their employer and then come back. It could be months or even years later, and it doesn’t have to necessarily be in the same position.

As degrees and education are being sidelined from job requirements (primarily due to job requirement inflation), employers need to determine if the applicant’s skills meet the level required to be successful for the job.  The jobs themselves likely don’t require degrees, but rather specific skill levels that the degree requirements have screened out, leading to a dearth of candidates for the specific job.  By opening the pool, employers have also increased the diversity...

To test whether employers discriminate against job applicants based on perceived race based on names, economists with the University of California Berkeley and University of Chicago sent out about 80,000 fabricated resumes to 97 large employers using equivalent qualifications but different personal characteristics during the period of 2019-2021. They changed applicants’ names to suggest that they were white or Black, and male or female — Latisha or Amy, Lamar or Adam.

In an era where diversity is celebrated, the contributions of neurodiverse and disabled individuals often remain overlooked. Yet, their unique perspectives offer untapped potential for businesses. The unemployment rate for these workers is around 30-40% leaving many looking for meaningful work. In this article, we explore the benefits, strategies, and resources for inclusive hiring practices of this incredible talent pool.

Whether you're an avid sports fan or someone indifferent to the world of athletics, there's an undeniable power in witnessing a group of individuals collaborate toward a shared objective. Each team member, whether in the spotlight or on the sidelines, plays a crucial role, propelling each other towards their collective vision of success.

With employers dropping degree requirements, a new set of potential employees has emerged in the workplace: “New-Collar” workers.  According to the Harvard Business Review, many workers are unable to advance because they don’t have a bachelor’s degree and conversely cannot obtain the higher level, higher paying jobs.  Since the labor shortage is becoming acute, with an official unemployment rate of 3.9% nationally, and even lower in Michigan in many places,...

Internal mobility benefits both your company and your employees.  It helps boost retention by providing career growth within your organization and as a result drastically reduces recruiting costs. Younger generations seek a steady pace of career growth, and unlike older generations who stayed many years with one employer, will hop jobs to achieve that growth.  This can be prevented by providing those opportunities internally.

If you have not heard, Gen Z (also referred to as Zoomers), those people born between 1997 and 2013 have been using their “ghosting” powers to not show up for interviews with employers or even going through the interview process, getting the job, and then not showing up for their new job without the courtesy of even a phone call – not cool. This behavior is predominantly attributed to Gen Z but has also been picked up by their next generation elders too – the...

In the quest for talent, organizations are rethinking their recruitment strategies. Gone are the days when hiring was solely the responsibility of HR departments or hiring teams. Now, organizations are realizing the potential of tapping into the collective network and awareness of their entire staff to find candidates who not only excel in their roles but also align with the organization's culture. By fostering a culture where everyone participates in recruiting, employers can unlock new...

Wouldn’t it be great if you could use a lie detector on all job candidates? Well, we live in the real world, where that's not acceptable or viable. So how do you tell when a job candidate is lying?

In the past, a vertical progression was the ideal career path for many, especially when it came to salary increases and standards of expected living.  Today, the tides have changed.  Many employees don’t want to become managers.  In fact, often, organizations don’t particularly support their managers.  If bad times occur, managers are often the first to be blamed and could be the first out the door. 

A recent survey conducted by Intelligent, an online magazine focusing on student life, revealed that some employers are open to offering older professionals enhanced benefits and higher salaries as an alternative to hiring recent college graduates. In what you’d think is satire, but is unbelievably true, is that according to the survey, 20% of recent college graduates brought a parent to an interview!

Intelligent.com, a trusted resource for online degree rankings and higher education planning, published a survey report that examines how companies have handled and plan to handle college degree requirements in 2024. The report also shares insight into the tools that are used to evaluate job candidates. In total, Intelligent.com surveyed 800 employers in the United States.    

AON, a leading global professional services firm, announced the results of its 2023 Global Risk Management Survey which gathered input from almost 3,000 risk managers, C-suite leaders, and other executives from 61 countries and territories to identify their most-pressing business challenges. The 2023 edition of Aon's biennial survey found that human capital issues are no longer simply a "people problem," but a key business risk that is fueled by rising health care costs,...

In the competitive landscape of the modern job market, companies are constantly looking for innovative ways to attract and retain top talent. While traditional benefits like health insurance, retirement plans, and paid time off remain essential, forward-thinking companies are now exploring unique and creative perks to stand out.