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.
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.
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?
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.
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