To Our Beloved Readers,
Since we launched The Hiring Site several years ago, we’ve grown up a bit, learned quite a lot, and managed to squeeze in references ranging from Dirty Dancing to Mindy Kaling -- and everything in between -- into our writing. Along the way, we've strived to bring you the best, most up-to-date content on recruitment issues and challenges that matter to you — but that doesn't mean we can't do better!
While new technologies may be bringing the stuff of science fiction to our hospitals, for most of us, health care means a visit to our local primary care provider. And between the increasing number of people with health insurance under the Affordable Care Act and the large number of baby boomers in need of medical treatment, those primary care providers are in for a busy year.
Like many talent advisors, you are probably in the process of completing your goals and objectives for the New Year. How can you focus your efforts on making the most impact for your career and your company in 2015?
Successful talent advisors take a unified approach to talent management and understand that every component of the employment experience must seamlessly connect -- from talent acquisition, to onboarding, to performance management. As we head into the New Year, what should a talent advisor start to do in order to further refine their talent strategy and ensure alignment with business goals?
Evidently employers across the U.S. got the memo that ’tis the season to be jolly — more employers are getting into the holiday spirit this year by handing out holiday perks.
According to CareerBuilder’s new survey, employers are planning more parties (63 percent, up from 59 percent last year) and offering more gifts (2 in 5, up from 1 in 3 last year) and bonuses (47 percent, up from 45 percent last year).
Interestingly, the vast majority (96 percent) of workers prefer a bonus over a holiday party.
You don’t have any control over what you’re doing in HR. You don’t.
Your job -- and the tools you use to do your job -- are decided for you by marketing firms and consultants in rooms with big white boards and flat screens and caffeinated beverages.
You don’t have a choice in the matter. It’s like believing you are ‘choosing’ to buy a $7 cup of coffee or a $5 bag of "organic" potato chips. Yeah, keep believing you’re choosing to do that as well.
Change is inevitable in every aspect of life, and the same is true of a job market that’s constantly in flux. Tens of millions of U.S. workers leave their jobs each year — some quit, others are laid off — and another wave of workers slide into these open positions.
A greater level of such movement, which is typically referred to as churn, is actually a positive indicator for the labor market, because churn measures the pulse of hiring activity in an economy.
As we've mentioned before, if you ask a candidate and an employer what the ideal application looks like, whether jobs should be mobile-optimized, or many other questions about the candidate experience overall, you’re likely to get very different responses.