It can be awkward and intimidating to be a guest at a party … especially if it’s a party of 15,000-plus in Vegas. Oh, and did we mention these are some of the smartest people in the entire world?
Lucky for you, we put together a handy list of do’s and don’ts to up your networking game — while avoiding awkwardness — at SHRM. So read up before you pack your bags.
1. DO study the agenda ahead of time so you can pick and choose your social events to make the most out of your time at SHRM. A little homework can go a long way.
A company’s most important asset is its people, and it’s HR’s job to take care of and manage that asset. As companies continue to battle over skilled workers and applicants, an HR department that loses its edge can lead to serious problems for the rest of the business.
Here are seven current HR trends that can help you attract and retain top talent.
Job seekers are so curious. They love to complain about recruiters, but they never return our calls. In the war for talent, talent advisors are relentlessly pursuing candidates. When does it makes sense to chase someone? When do you let it go?
If you’re like many health care employers, you’re under increased pressure to hire more efficiently, with less resources to get the job done. Yet at the same time, you’re facing an uphill battle to find qualified talent to fill your open positions. How do you meet your talent acquisition needs, while also giving candidates what they want – and expect – out of a recruitment experience?
Let's say you work for a solid but boring company in the middle of America. In your role as a talent advisor, you post jobs on the internet and feel bad about your boring company brand. Your benefits are good, but you're not Google or Facebook. You don't offer free eyebrow threading and unlimited PTO.
You worry that your company's value proposition isn't sexy. You are concerned that you'll lose the war for talent.
For the most part, candidates and employers want the same thing. Yet there are still some ways in which they don’t quite see eye to eye in regards to expectations about the recruitment process.
The improving economy and continued spotlight on minimum wage have caused many employers to increase the pay of their seasonal positions this summer, with some well beyond the federal minimum wage of $7.25.
According to CareerBuilder’s annual summer forecast, 53 percent of employers offering summer jobs have roles that pay $15 or more per hour on average. Seventy-two percent of employers will pay their summer hires $10 or more an hour on average – up from 64 percent in 2014.
Last month, I bought three pairs of awesomely impractical shoes. Then I came home and found myself mindlessly surfing the Web and checking out a popular shoe site to see if there was anything else that might catch my interest.
Of course, I didn’t need any more shoes. The latest additions to my collection had just been carefully placed in their new home in my closet -- not yet worn. But that’s never stopped me from looking at new shoes.
We've talked before about how devastating ignoring candidates can be to your business — and guess what? The rules haven't changed. If anything, as technology continues to be more and more intertwined in job seekers' personal and professional existence and as their expectations of employers get higher, it's all the more vital that you as an employer learn how to communicate with the people who want to work for you.
Or, you know, don't — but don't say we didn't warn you...
If you’re planning on hiring seasonal employees this summer, get ready for some increased competition for talent.
CareerBuilder’s summer hiring forecast shows that the number of employers looking for summer workers is continuing it’s post-recession climb, with 36 percent of employers planning to hire summer workers this year, up from 30 percent last year, and an average of 21 percent between 2008 and 2011.