Hiring managers and talent acquisition professionals have all heard the term, go with your gut, but when it comes to making solid hiring decisions, using your head is the best choice.
In the past, companies were able to offer college graduates a decent job consisting of a few weeks of vacation, healthcare benefits, and a 401(k) plan. Today, the needs of new college graduates are unique and to attract them, companies must consider evolving their plans.
Resumes are merely an attention-getter – a tool used to attract the eye of a potential employer. They are proven to quickly target and identify skills, experience, longevity, and location. But, what do they actually tell us about the person?
Voluntary resignations are at a 17-year high. The Wall Street Journal states that in the third quarter of 2009, 2.1% of workers changed jobs, according to Census Bureau data. That climbed to roughly 4% by the first quarter of 2017, matching the highest rate since 2001.
Bring your own Device (BYOD) is an area that all organizations are having to address more today then ever before. According to SHRM, in 2017 86% of employees used their personal smartphones for work. As we grow more and more reliant on technology and more accustomed to having information readily available, the desire to use one’s own personal device increases.
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.
As an experienced recruiter, I have talked to thousands of candidates throughout the years. Candidates from all levels within numerous industries from manufacturing and healthcare to finance, IT, and engineering. No matter the level of the positions that I have supported, it has always been considered the norm to request a candidate’s salary history. However, in recent months recruiters are being cautioned on this approach.
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.
Studies show that 89% of Glassdoor users are actively looking for or would be willing to consider a new opportunity. Yet many organizations say they have experienced a decrease in the number of responses received from their job postings resulting in trouble finding strong candidates to fill their openings. Maybe it is time to take a step back and evaluate the issues that are preventing applicant flow and successful job offers.
If you ever feel like you are being watched, you are probably right! A recent survey conducted by Jobvite revealed that recruiters spend a great deal of time reviewing social media accounts. Careerbuilder.com says using social media to screen candidates has increased by 500% over the last decade and will continue to grow.
Employees leave companies for various reasons. The decision to move on is one that is often thought out and carefully planned. When this decision is made, the employee usually has no intension of returning. However; recent studies have contradicted this theory. In fact, the rate of rehiring “Boomerang Employees” increased from 48% to an astounding 76% in 2015, according to YOH.com.
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