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.
Emotional Intelligence is critically important at the workplace, yet it can be difficult to assess during the interview process. Even so, it’s often considered even more important than technical skills.
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.
Low unemployment and high demand for talent is creating a recruiting environment where job seekers and newly hired employees are in control. CareerBuilder and SilkRoad have released the results of a new survey conducted by The Harris Poll identifying job seekers' and new employees' expectations for hiring and onboarding.
Retaining talent is number one on the list for many, if not most, organizations. Today’s employees can change jobs with much more ease than even five years ago. You can google “employee retention” and find hundreds of how to’s, but why not learn from those who are already winning the war for talent.
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.
More and more employers are using background screening as part of the employment process. This is important for protecting employees as well as the company. These days we see acts of violence happening in the work place far too often in the news. We also see more litigation against employers based not only on what they knew, but what they should have known, so it is logical that background screening is important.
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.
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 White House Administration’s Council of Advisors on Science and Technology predicts that by 2020 the U.S. will be short 1 million tech professionals. How can employers do their part to help this growing shortage?
A new survey from Glassdoor, one of the world’s largest job and recruiting sites, reveals that the key pieces of information that job seekers and workers in the U.S. look for when researching job ads are salaries (67%) and benefits (63%). In addition, 59% U.S. workers/job seekers say that location is one of their top considerations, while 43% look for commute time. The survey also explores the differences in men and women when job hunting.
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?
A majority of Americans (62%) agree that apprenticeships—or “earn while learning” vocational opportunities—make people more employable than going to college, according to the results of the latest American Staffing Association Workforce Monitor® survey of more than 2,000 U.S. adults conducted online by The Harris Poll.
We have all been exposed to the belief that things come in threes, deaths, good things, bad things, etc. There is even a name for the superstition that things come in threes, Triaphilia. ASE gets repeated questions in many areas of background checking and drug screening, and the following outlines the most frequently asked questions.
A recent study by Korn Ferry revealed that if not addressed, the skilled talent shortages could have significant impact on global economics by 2030.
When most people think of the term “ghosting”, they think of online dating sites. Ghosting is an expression first connected with dating, and it's when someone suddenly cuts all ties and communication with the person they've been seeing. The practice of ghosting is now creeping its way into the workplace and is quickly becoming some employers’ biggest recruiting headache.
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.
At a time where unemployment is 4% and the need for skilled workers is at a premium, a source for these workers is being slowly shutdown. The immigration issue is an important one for Americans and played a decisive role in the presidential election. However, the barriers being raised for business visas could have a negative impact in the long-run for American businesses.
Implicit bias refers to the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner. It sets people up to overgeneralize, sometimes leading to discrimination even when people feel they are being fair. Since implicit bias is unconscious, how do you identify it?
According to a Career Builder survey, 70% of employers use social media to screen candidates before hiring, and 3 in 10 employers have someone dedicated to reviewing online profiles of job applicants. In addition to social media, 60% of employers are using online search engines such as Google, Yahoo, and Bing to research candidates as well.
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