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?
"A great employee is like a four-leaf clover, hard to find and lucky to have." We all want to have four-leaf clover employees, but how do we find them? Are they found by luck or is there a technique?
Is your organization prepared for the worst-case talent scenarios? Do you have a plan to transfer knowledge of your leaders at all levels? Have you identified high performers who can move into these roles? If not, you need a succession plan.
A recent Forbes article pointed to the impact of the pandemic on talent acquisition. The article, among other highlights, suggested that the digital transformation of talent acquisition is well underway and here to stay. While this may not come as a surprise for some who are well into their journey, there is some evidence that employers need to do more for certain groups of applicants, namely college graduates.
The long-term impact of the coronavirus pandemic on hiring and career development is just coming to the surface and will likely affect the way employers hire and train candidates for the near future, but the outlook for 2021 is positive, according to the results from the annual Future of Work global survey conducted by Monster.
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.
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