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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.

Higher wages

Staffing technology software systems were meant to streamline the staffing process, but users can tell you they’re not always helpful, modern or even useable. Some “solutions” are so outdated they can’t keep pace with mobile-user talent, while other systems are set up through multiple vendors and a tech problem can mean a string of phone calls and follow-ups before you’re back up and running.

After the recession, employers held a lot of power in the jobs market. Today, that power has shifted. The competition for talented candidates has spiked and job seekers know it. In order to attract and recruit the best workers with the skills your company needs, you need a deeper understanding of candidates’ expectations and their experiences.


Everybody and their mother is on social media now, so it’s not surprising that recruiters and hiring managers feel comfortable looking to networks like Facebook or Twitter to get a better picture of candidates they’re considering for a job.According to CareerBuilder’s annual social media recruitment survey, hiring managers are likely to use social networks to screen candidates, and 35 percen


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