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.
According to LinkedIn’s Global Recruiting Trends Report 2018, 56% of talent professionals say that they are utilizing new interview tools and methods to improve the hiring process. With employers realizing that traditional interviews alone may not identify certain soft skills or accurately identify areas of competency (or the lack of), they are introducing new strategies into the existing process.
As technology continues to evolve, it affects the workplace and the workforce. For organizations to remain competitive in a tight talent market, they must keep up with these changes.
Employers who use Facebook job ads to help with their recruiting practices need to be cautious in how they use this approach to reach applicants. A recent federal court lawsuit filed in San Francisco charges 13 companies including Amazon, T-Mobile, and Cox Communications, Inc. with using Facebook’s ad targeting tools to exclude older Americans from job opportunities.
Emotional intelligence is a job skill that is quickly rising to the top of the list for top human resource officers when seeking talent. It lands above “judgement and decision making” and “negotiation” and is expected to be near or at number one on the list by 2020.
Drug testing is an important step in the hiring process, and in many cases, in continuing employment. The more you know about the testing process and requirements, the better prepared you are to administer the process for your company. As Benjamin Franklin once said, “By failing to prepare, you are preparing to fail.” So what should you be prepared for?
A bad hire can be very costly for employers. According to a new CareerBuilder survey, companies lost an average of $14,900 on every bad hire in 2017. Nearly three in four employers (74%) say they've hired the wrong person for a position.
It’s the most wonderful time of the year…the office is merry, parties are approaching, and there are goodies for everyone to share. For recruiters, getting through the holiday season can feel like sprinting a marathon. Without the right mindset and strategy in place, it can easily get away.
A change is coming to talent pipeline development. Can’t find an engineer or computer analyst, for example? Why worry about college graduates when employers can develop their own through apprenticeship programs. Long associated with skilled trade workers, electricians, etc., the European model is coming to America.
Why should I run background checks on my applicants? What do other employers check on backgrounds? These are questions that I get quite often from our customers. “An ounce of prevention is worth a pound of cure.” ― Benjamin Franklin.
It has been proven that women are promoted less, underrepresented in the C-suite, and receive lower wages then men. A recent study set out to discover why and see if women’s behavior is responsible. The study, published by Harvard Business Review, revealed that biological differences between men and women do not affect the way they act at work and are not responsible for gender bias.
Succession planning is a process for identifying and developing new leaders who can replace old leaders when they leave, retire or die. It increases the likelihood of having internal, experienced and capable employees that are prepared to assume these roles as they are vacated. Succession planning is crucial in order to avoid an organizational crisis when someone in a key role leaves.
Networking is an essential activity for both job seekers and talent acquisition professionals. These groups network to expand their contacts and pipelines with the hope that it will lead to a filled position or new job opportunity down the road.
Medical students must take the Hippocratic Oath in an important step to becoming a doctor. One of the most well-known premises of that oath is, “first, do no harm.” That is a good oath for any profession and is certainly something to be considered in background screening.
Back to school time usually means summer vacations ending and heavier traffic on your way to work, but does it also mean time to start college recruiting? Traditionally the end of the school year and graduation season kick-starts the hiring of college seniors, but a new survey by the Futurestep division of Korn Ferry says by then your organization will be late to the game and will have already missed out on top candidates.
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