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The last thing you may want to do is look back through your high school memories. But high school students aren’t afraid to look ahead and imagine what their future might be like once they join the workforce.

According to a new CareerBuilder survey, high school seniors have already formed solid opinions around life in the working world. Their work life expectations were compared with those current workers, and some of their responses may be surprising.

We know that the issues that plague people in talent acquisition today are not easy to solve. Surprisingly, technology is what created many of these issues in the first place, and one in particular: time to find. Time to find is a metric that concerns every recruiter (and job seeker, for that matter), yet it’s being stretched even longer due to the sheer size of our technology stacks.

Time to find hasn’t always been this long.

Back-to-school sales have been on display since July (were students even on summer break yet?), and deals on No. 2 pencils and binders have had you dreaming of well-organized notes in your sleep, thanks to the summer invasion of school supplies advertisements and deals.

In the past couple of years, hearing  that an organization was instituting a new open office floor plan started to become almost commonplace. Far from the fringe trend it started as, the open office is now a go-to way for companies to attempt to improve their employee experience and revamp their workplace culture. Whether it actually achieves that goal has been hotly contested.

Move over, Real Housewives — adolescent behaviors appear to be rampant in corporate America as well. According to a new CareerBuilder survey, a whopping 77 percent of employees admitted they have witnessed childishness in action while on the job.

What constitutes adolescent behavior, you ask? Here are the top five most commonly cited offenses:

In a perfect world, you would spend less time searching for candidates who fit the bill and more time filling vacant job positions. Unfortunately, finding job candidates with the necessary skills and experience can sometimes be a challenge.

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.

 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 (

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!


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