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Job seekers are often advised to research every aspect of their next career step, including industry standards for salaries and job pay grades. But this information is hard for job seekers to come by, as salary transparency is only implemented by a small number of employers. That doesn't mean that workers aren't curious, though.

You focus a LOT of your effort on hiring and onboarding, but what about investing in your talent to empower them to contribute to the best of their ability? Don't ever think of employee investment as an afterthought: Reskilling current employees should be front and center for every talent advisor, and there are ways to make it a priority even when resources are scarce.

Drama isn’t just present on the set of the Real Housewives anymore; it has made its way into the workplace. More than half (53 percent) of support staff workers in the U.S. — including administrative assistants, receptionists, security guards, janitors and more — have overheard private conversations in the workplace, while more than 1 in 10 (11 percent) say they know enough to get someone fired, according to a new CareerBuilder study.

Tony Beshara knows a thing or two about the staffing profession, having been a manager in the staffing industry 41 years and an owner for the past 26. He has a message for staffing firm owners and employees: You don’t put enough weight on the value you bring to your clients.

It’s not uncommon for employers to enlist the help of the receptionist and ask how a job candidate behaved while waiting for the interview, but sometimes that information presents itself even earlier. Like, say during the morning commute.

Such was the case for Matt Buckland, the head of talent and recruiting at Forward Partners in London last week when a fellow commuter who bumped into and hurled an expletive at him turned out to be one of his afternoon interviewees.

The biggest lessons of my career have been when I’ve been placed in positions of responsibility and allowed to make or break a situation all by myself. Sure things go wrong, and you get the occasional bloody nose, but then you learn not to do that same thing again.

It’s an approach I try to take to my team.

Workers close to retirement often dream of spending quality time with family, taking those long-awaited vacations or picking up a new hobby. But for many, retirement just means leaving their current job for a new one.

Employees are considered to be the most important asset at your company, which means business objectives can’t be accomplished without them. As a result, your executives agree that anything that can be done to ensure that these critical resources are more productive and engaged is a win, right?

Human capital is your company’s greatest asset, but are you properly investing in your employees? Executive Director of HR for LaRosa’s, Inc., Steve Browne hosted a webinar last Thursday to help talent acquisition professionals understand how investing in their employees can benefit their company and share some practical advice on how to get started supporting their employees through the entire employee lifecycle – from hire to retire.

The cold weather or family-friendly work schedules may mean more workers are logging hours from home, and technology has enabled employees around the globe to work together. With a team widely dispersed around the world, though, it’s not easy being a manager. To overcome potential hurdles, employ these three essentials for managing remote workers and staying in touch with your team.

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