One of the most common foundational pillars companies are built upon is having the right people. So it’s no surprise that many CEOs take an active interest in their company’s recruiting efforts — and, according to a recent CareerBuilder survey, they often feel there’s room for improvement.
Nearly half (48 percent) of CEOs reported that their companies have lost money because their recruitment process is inefficient, and 60 percent say the inability to find enough qualified candidates is preventing the company from reaching their full potential.
If there's one thing talent advisors know, it's that acknowledging exceptional performance isn't as easy as it sounds.
Fact: Data plays a crucial role in finding the right people for the right jobs at the right time. The truth is, you're sitting on mountains of big data, but that data is totally useless if you don’t know how to analyze and apply it.
What you need is a holistic workforce analytics solution to provide you with intelligence from labor market data so you can actually make sense of it and apply it to your business.
Good thing there's a tool that does just that!
Do you often experience communication breakdowns between the HR team and the C-suite?
Do you wish you could get inside the minds of today’s health care employees and candidates?
The 2015 SHRM Annual Conference & Exhibition is nearly here – and us CareerBuilder folks are SO excited that we’re belting out karaoke renditions of J-Hud songs at local bars, checking out networking tips to avoid making things awwwk-ward, doodling sketches of the keynote speakers, strategizing our bathroom and Starbucks breaks (
Talent advisors often read articles and blog posts about the front end of the employee life cycle. We are in a war for talent, after all, and posts about attracting talent, employer brand, hiring best practices and onboarding are everywhere. While it's true that we can always improve the way we attract, recruit and retain employees, we rarely talk about the “end” of the employee lifecycle -- when people leave for another job -- unless it’s wrapped up in fearful language.
Time’s running out to register for EMPOWER 2015 in Chicago– CareerBuilder’s talent acquisition event featuring all-star speakers, dynamic workshops, and a plethora of ideas for creating the future of recruitment. Here’s a taste:
It's no secret that our phones and digital devices keep us entertained for hours--whether at work or at home. Many of us check our work email from home computers, or use work devices for browsing social media.
When large organisational change happens, it isn’t surprising that employees first think, “What does this mean for me?”
This happens everywhere and in every company, regardless of where employees sit in the organisation. And a merger or acquisition is probably the largest, most uncertain organisational change a company (and its employees) can go through. So how do you give people a sense of purpose, create as much certainty as possible, and retain as many of your people as possible?
Nowadays, potential candidates have more and more opportunities to check employers’ reputations. Potential candidates can use their social networks to glean information about employers. They can also rely on rating websites that are specifically designed to inform people about the attractiveness of various workplaces. For employers, this raises the question of how important it is to maintain a good reputation, and a good online reputation, in particular. Research yields some key lessons about the value of a good reputation.