We've all been there – the awkward small talk. The fluorescent lights illuminating the sweat on your brow. The feeling like you're a used-car salesman — but the used car is yourself. Job interviews are the worst. And according to a new book, they're often pretty much useless for selecting the best candidate for a position.
Businesses closing, mass layoffs, and furloughs equal high unemployment rates – 7.5% in January 2021 in the state of Michigan. Managers shouldn’t be worried about retaining their current employees, should they? Who would leave a secure job during a time like this?
ASE has received many questions regarding the salary history ban many states have enacted recently. A salary history ban prohibits employers from asking applicants about their current or past salaries, benefits, or other compensation.
Notes – it seems we write notes in almost every aspect of our lives. Grocery shopping, honey do, chores, etc. I don’t know about you, but if I don’t write it down, I will most likely forget it. Studies have shown, the more we humans write, the more we are able to retain.
Happy New Year! As we enter 2021, I find myself thinking a lot about how recruiting changed in 2020, and what recruiters should prepare for in 2021. Multiple recruitment experts expect the pace of change will remain about the same over the next several months. This means another year of adjusting to a constantly evolving environment.
2020 brought Human Resources a multitude of unprecedented issues to manage with the COVID-19 pandemic, which has left many HR leaders with a bit of trepidation as we look to 2021. What will go back to normal, what will change, and what will stay the same? In other words, what’s next?
Time to fill, time to start, days open, response rate, time to conversion, cost per hire, candidate experience…which one is the most important metric to hiring managers?
We are all aware of how COVID-19 has impacted hiring within our business since March 2020. A majority of businesses froze or slowed their hiring amid furloughs and layoffs. Now that we are at the end of 2020, what trends are we expecting in 2021?
According to research by Glassdoor, great employee onboarding can improve employee retention by 82% and boost productivity by more than 70%. Employee performance improves and turnover is reduced, which gives organizations a key advantage over their competition.
The United States’ unemployment rate in February 2020 was 3.8%, and in April 2020 it shot up to 14.7% due to the pandemic. Thankfully, it has slowly been decreasing during the past few months, however some economists worry a weak economy, or spike in pandemic cases, could spur more layoffs.
Culture fit in a company is just as important, if not more important, as skills fit. We can train on the skills, as long as the basics are there. We cannot change how a new employee fits into our culture.
Over the past few months, organizations have had to make difficult decisions in terms of headcount and budgets. This is a great opportunity for talent acquisition teams to build their talent pipelines.
As talent acquisition professionals, we are all trained to hire the candidate who best fits the position description and company culture, no matter what race, religion, national origin, age, disability, or sexual preference the candidate is. We know the consequences of not hiring the best skilled candidate because of bias in the workplace. But do we really step up to ensure it does not happen?
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