Leaving a position for more pay or a better opportunity should not equate to exile. If fact, maintaining positive relationships with former employees can open the door for mutually beneficial future opportunities. The rate of rehiring employees increased from 48% to 76% in 2015, according to YOH.com.
More women are graduating from college than ever before. Women make up only 46.6% of the overall labor force, but they first reached 45% of the college-educated labor force in 2000. Since 2013, women constituted 49% of all college graduates in the workforce, and they are the majority of college graduates in the workforce today. 57% of bachelor’s degrees are earned by women.
Companies must keep up with the ever changing “Ban the Box” legislation and other laws around background screening, and now there is the First Step Act that adds another layer of considerations for criminal histories on background checks. Employers have a lot to think about when using information from those records in employment decisions.
We now understand and have embraced the vast workplace changes experienced by the millennial generation, arguably the most workforce altering generation yet. We will have an opportunity to offer a fair analysis as we prepare for the entrance of a new generation of tech savvy, independent, free spirited individuals. It is now time for organizations to shift gears and focus attention on a rapidly approaching game changer called Generation Z (Gen Z).
A new survey from CareerBuilder shows employees are split on how they feel about their current job: 50% feel like they have a career while the remaining 50% feel like they have just a job. In addition, 32% of employees plan to change jobs this year. What is causing this lack of dedication?
In an article published in November 2018, we discussed Go-With-Your-Gut Hiring. To take this idea a step further ask yourself: Do you make hiring decisions based on a firm handshake? Have you ever changed your mind on a candidate due to noticeable “nervousness” or discomfort in the interview? Has lack of eye contact or stumbling over words ever raised a red flag? If you answered yes to any of these questions, chances are you have made a first impression, biased hiring decision...
Section 605(a), of the Fair Credit Reporting Act (FCRA) addresses limitations on information contained in consumer reports, more commonly referred to as background check reports or background check profiles. This provision is intended to prevent agencies from reporting outdated information.
In today’s challenging job market, many organizations are trying innovative ways to fill their jobs. Companies are implementing referral programs and trying new software to improve their hiring practices. We’ve all heard that hiring non-traditional candidates is a proven way to hire more quickly and maintain happy employees. But, have you considered career changers? Career changers are among a growing workforce population. These are individuals who have evaluated their skills,...
ASE receives many calls regarding assessment tools to evaluate employment candidates. There are many testing instruments in the market that test for job skills, intellectual acumen, and candidate-to-job personality fit.
Last year SHRM CEO, Johnny C. Taylor Jr. launched a national conversation surrounding the need to close the skills gap – a critical issue that affects all employers and employees.
A recent study by Payscale entitled Why They Quit You shows the top reason employees leave their job is a bigger paycheck. However, when employees were asked what attracted them to a new position, ‘the opportunity to do more meaningful work’ was the most common response.
The April 2019 Bureau of Labor Statistics (BLS) reported an unemployment rate of 3.6% with 263,000 new jobs. These job gains occurred in professional and business services, construction, health care, and social assistance. However, the number of long-term unemployed (those jobless for 27 weeks or more) was little changed at 1.2 million in April and accounted for 21.1% of the unemployed. The all-important labor force participation rate declined by 0.2% age point to 62.8% in April. The...
A new social norm appears to be highly prevalent in the employer arena: ghosting. It may be that an applicant is scheduled for an interview but never shows up. An offer is made and start date agreed, but the applicant/employee does not show up on the first day. Or employees leave work to never return. The only way to find out that the employee is no longer working is through numerous attempts to contact, but nothing is ever found out.
When it comes to hiring new graduates, recruiters hold the esteemed responsibility of ushering them into their career – their first “real” job! Welcoming these vessels of potential into the world of employment often means welcoming them to the “real world”. The world of salary bands and minimum ranges.
In a study done by Leadership IQ, CEO, Mark Murphy and his team followed 20,000 new hires during their first three years of employment. The results were startling: 46% of the participants failed in their job during the first 18 months due to ATTITUDE.