Recently, there’s been lots of discussions about the average work week of an American worker. As an industrialized nation, work-life policies in the U.S. tend to lag behind other industrialized nations. Nowhere is this more clearly seen than in the basic construct of our work week.
Perspective candidates have access to your employment brand 24/7. When you recruit for an organization that has a solid and stable brand, it’s a thing of beauty. Candidates will click away on your website, fill out that application, and even join your talent network. A good employment brand will pull candidates toward you. A bad one can turn them off; forever.
Whether your preferences lean toward shortbread or gingerbread, this holiday season’s cookie exchange could possibly be the sourcing tool you are looking for. Sourcing “jam sessions” are a newer concept taking shape within organizations that welcome the input of their hiring managers, talent acquisition (TA) professionals, and subject matter experts into the selection process. And they do it over food.
The cost per hour charged by outside staffing agencies can be shocking if you don’t understand the ingredients that make up that cost recipe. As staggering as those invoices can be, the reality of where the money is going might surprise you.
It’s been the calling card of any job seeker. From the French origin, résumé, meaning “summary,” Leonardo DiVinci is credited as the first one to use such a document when he was seeking a commission in 1482.
The Wall Street Journal got people talking last week about a recruiting trend: downskilling. Coined by Alicia Modestino of Northeastern University, the concepts of downskilling are simple in theory: lessen the former favored “four-year college degree” and requisite experience to broaden your overall talent pool.
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