Employers have to be mindful of their recruitment activities, especially when utilizing social media platforms or bots. With respect to multimedia litigation, it may become the new bane to recruitment, said Ifeoma Ajunwa, a lawyer and sociologist who teaches at Cornell University’s Industrial and Labor Relations School. “The same types of discrimination issues that you would see in traditional hiring are now just being transferred over to the platforms,”...
According to CareerBuilder’s annual summer hire survey, 41% of employers plan to hire seasonal workers for the summer, which is on par with last year. Of these employers, 1 in 4 plan to pay summer hires $15 per hour on average – double the federal minimum wage ($7.25). The vast majority (88%) expect to transition some summer hires into permanent roles, up from 79% last year. Perhaps summer will help fill some the job gaps in today’s workplaces.
What used to be the plot of a futuristic movie or sci-fi novel has now become everyday news. Artificial Intelligence (AI) is nipping at the heels of many professions, offering a faster, more reliable, objective, and nearly perfect methodology for doing the work that human brains have been doing. No longer is it simply about automation, AI is now being thought of as a “must have” to gain and keep a competitive edge in businesses of all kinds.
A new Korn Ferry survey shows that if new hires aren’t happy, they’ll leave.
A question that has been pending for many years has been whether applicants, and not just employees, can avail themselves to the Age Discrimination in Employment Act (ADEA) disparate impact provisions.
Employers say they are planning to hire more recent college graduates this year than they have in more than a decade, according to new CareerBuilder research. 80% percent of employers say they plan to hire college graduates this year, up from 74% last year and 58% in 2008. Those who are not hiring college grads say it's because their organization isn't expanding headcount this year (57%) or they need more experienced workers (26%). How does this compare with ASE’s 2018 Starting...
Recently, an HR employee was caught embellishing her resume, but it wasn’t discovered until long after she was hired. What happens now?
85% of applicants have lied or embellished a resume. It’s become so common, that many of them are getting through undetected. Learn what to look for.
As the unique demands of both employers and candidates have evolved, the discipline of Talent Acquisition has shifted from recruiting, a fairly transactional exchange between employer and potential candidate, to that of true Talent Acquisition (TA). With that change, the role of a TA professional expanded in function to include onboarding, global considerations, analytics, technology and social media. As the role expanded the knowledge and skills required has grown increasingly complex...
Millennials are known for not spending too long at one company. In fact, according to Gallup, 60% of Millennials are open to a new job opportunity right now. By the time they reach age 32, most will have had four different jobs. What can organizations do to encourage them to stay longer?
In the next few months college graduates will be walking across the commencement stage and into your organizations. According to ASE’s 2018 Salaries for Co-op Students and Recent College Graduates Survey, 73% of the respondents have hired a recent college graduate in the past year or plan to do so in 2018. If you plan on hiring recent graduates this year, now is the time to take a look at your recruiting efforts as well as the criteria you use in making your...
The cadence of a person’s career is perhaps one of the easiest things to identify on a written resume. Too many moves over a short amount of time has historically been viewed as a “red flag” for consideration along with the infamous “gap in employment” and the complicated reality of job regression. Talent scouts often assume that hiring managers will point a wary finger at a resume with gaps, short tenures, or job regression and refuse an...
We have all heard the phrase “past performance determines future behavior.” This theory has been used throughout many industries. HR professionals have depended on this rule of thumb for more than 20 years as a tool to make decisions on hiring employees. In fact, one of the most highly regarded interviewing methods was designed with it in mind.
The war for talent is real, but is a broken recruiting process partially to blame? Perhaps it isn’t talent shortages that are creating this war, but our recruiting practices.
The shortage of qualified applicants and baby boomers and their knowledge fund retiring at a rate of about 10,000 per day continues to present recruitment challenges.