The holidays are coming, yet Americans are quitting jobs at a record rate according to a recent Labor Department report.  “Quits jumped to 4.3 million in August, the highest on records dating back to December 2000, and up from 4 million in July.  That’s equivalent to nearly 3% of the workforce.  Hiring also slowed in August, the report showed, and the number of jobs available fell to 10.4 million, from a record high of 11.1 million the previous month.”

What are ‘Gig’ workers?  And what is a ‘Gig’ Economy?  New trends in the business world? Maybe; however, it has actually been a thing since 2009 when New Yorker editor Tina Brown, defined the “gig economy” as knowledge economy workers pursuing “a bunch of free-floating projects, consultancies, and part-time bits and pieces while they transacted in a digital marketplace.” With the holiday season approaching quickly, many...

Access to timely information has always been a necessity.  This fact has been made more relevant given the ongoing pandemic and resulting labor dynamics.  ASE strives to bring its members timely benchmarking information, and we are pleased to release two key surveys this week to the membership.

A new report from Arizent, The Future of Work: Employers, Employees, and the Long Road to Compromise, reveals that employers and employees don’t agree on what the new normal looks like.  To move forward, each side will have to compromise.

As a hiring manager, seeing the resume of an outstanding internal candidate land on your desk is the best-case scenario. Why? You can fill the job immediately, and because current employees know the organization and its quirks, they require less handholding in order to get up to speed quickly.

CareerBuilder recently shared findings from its latest survey about how the pandemic and its economic fallout continue to shape the workforce. The data shows that across worker groups, pay cuts are common and work from home is not a universal option.  This could be hindering recruitment efforts.

With the challenge in finding talent, how do you stand out to candidates? With a strong employer brand – a company’s identity and reputation as an employer. Organizations with strong employer brands reap multiple benefits. A strong employer brand brand engages and retains current employees and attracts new talent.

With all who are unemployed and those who are actively looking for a new job while working, jobs are not being filled.  There are a reported 9 million jobs available.  Economists are calling the new paradigm “The Great Job Mismatch.”  What is driving this trend?

We have talked previously about the most effective ways to assess job candidates – generally, experienced candidates.  Do we assess entry-level candidates the same way?  Assessing any candidate inevitably involves weighing two important types of information: what they’ve accomplished in the past (their experience) and how they’re likely to perform in the future (their potential).  The question is, can we assess entry-level candidates past work experience?

Work from anywhere, distributed workforce, remote work…whatever you call it, there will likely be some challenges in such areas as payroll, time zones, virtual interviews, and onboarding. 

The number of job openings, as well as people voluntarily leaving employers, hit all-time highs in recent months. New data finds an astounding 95% of workers say they are considering changing jobs.  The U.S. has 9.2 million jobs open, with 92% of workers saying they are willing to switch industries for a new job.

Many assume that today’s labor shortage is due to the additional unemployment benefits being provided by the federal government through September.  But is this really the case?

Last week the U.S. Department of Justice announced it is indicting a medical center operator for colluding with some of its competitors to not recruit one another’s senior-level employees. This indictment is the latest move against this employment practice that the government has focused more upon since 2016. 

Is avoiding risk in background screening worth having someone on staff just to help with beefing up your company’s background checking practices? One publication suggests just that. It has been my experience that most people working with backgrounds are wearing many hats, and especially with all of the events of the last 16 months or so, employers have been in a race to keep up with all of the changes to their practices just in regard to the COVID pandemic. Given the time and attention...

Throughout my career in HR there have been various techniques that promised to identify the best candidate for a particular job.  The focus always seemed to be on technical skills, education, and experience.  Competency-based interviewing techniques are still a go to in today’s world in order to ensure you choose the best applicant.