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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 Some “solutions” are so outdated they can’t keep pace with mobile-user talent, while other systems are set up through multiple vendors and a tech problem can mean a string of phone calls and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

Oh, snap. The war for talent is upon us, and candidate behavior feels confusing and tricky to manage. How do you attract talented job-seekers and retain great people while being true to cultural and political changes in the broader environment?

Reviewing a candidate’s social media presence may soon become standard operating procedure. According to CareerBuilder’s annual social media recruitment study, the number of employers taking to the web to research applicants has steadily risen over the past few years — from 39 percent of employers in 2013 to 43 percent last year to this year’s 52 percent.

Why Can’t We Be Friends?

There is a myth in talent management. A myth that we perpetuate on a daily basis.

"The best will always prosper."

And if you want to see a perfect example of why this is a myth, you need to understand the dynamics of youth employment and unemployment.

Consider this.

We decide to organise a race. We all know how a race works---the first person past the post wins. It’s a perfect meritocracy. The contestant who is fittest, fastest, better suited to the competition in question will reign supreme because of their ability.

I have a magnificent job as the Executive Director of Human Resources for LaRosa's Pizza, but I haven't always had this job.

Very early in my career, I left my first job at a Fortune 100 Company. I left on my own because I just didn’t fit into that culture. I met with a recruiter who specialized in placing human resources professionals. I thought I would have a leg up because my first job out of college was at a well known, global company that is a leader in HR practices.

I didn’t know how wrong I was.

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