In CareerBuilder's #TalentAdvisor Twitter chat this week, we discussed how talent advisors can provide a candidate experience that candidates love and executives actually care about.
First things first: What does "talent advisor" mean? Glad you asked!
Foreword by Dana Naquin, health care marketing manager, CareerBuilder:
As the time for 2015 planning swings into full gear, it’s important to think about all the factors that will have an impact on how you shape your recruiting strategy. The AHA has recently released their 2015 Environment Scan, which takes an in-depth look into factors that will influence the next year in health care.
More than half of hospitality workers -- 54 percent, to be exact, say they go to work even when they're sick, compared to 38 percent of workers across the entire private sector who say the same, according to a new CareerBuilder survey on absenteeism.
If you acquire the habit of rejecting people with a tone of dignity and respect, you will learn to do your duty without any pain. TWEET THIS
Mark Twain once wrote, "Do something every day that you don't want to do; this is the golden rule for acquiring the habit of doing your duty without pain.”
Tim Sackett and I believe talent advisors are job seekers, too. That's why we wanted to share our most memorable candidate experience stories.
Here is Tim Sackett's story.
A company wanted to hire me as a regional HR manager. They spent $7,000 flying me to Minneapolis to go through a full assessment. I know the price because it hit my budget after I started.
A recent CareerBuilder survey makes it clear that 3 in 5 employers support a minimum wage increase.
In the survey, employers were also asked about why they supported or opposed an increase. To what extent does the academic literature in economics support their arguments? Let's take a look:
What will the hospital staff of 2025 look like? New roles will need to be filled. And the millennial generation, also known as Gen Y, will dominate. Will your hospital be ready?
How can you provide a hiring experience that candidates love? How can you get your executives to care about your company's candidate experience? How can you personalize the experience candidates have with you? What's the ideal way to measure the success of your candidate experience? If questions like these keep you up at night, take some ZzzQuil you'll be excited to know many of your peers and experts have similar questions — and we want to connect you with them to get some answers.