Greater levels of movement in the workforce—people leaving old jobs and taking new jobs, or churn—are a good indicator of how confidently an economy is acting. The 2015 economy is still working to recover, but more growth in high-paying jobs (especially non-desk occupations) is good news for the workforce and gives workers more options and opportunities.
The high demand for STEM jobs is making it tough on recruiters to find skilled workers who can fill these roles—and a new generation of talent is the answer.
Will a candidate accept your job offer? Compensation is obviously an important element that makes your job offer attractive. What is perhaps less obvious is that candidates tend to compare the compensation you offer to other reference points. In particular, they may compare it to other people’s compensation or to their own compensation in similar jobs.
If you were lucky enough this March to escape frigid spring temperatures and attend the Staffing Industry Analysts’ 2015 Executive Forum in Orlando, you might have sat in on one of our favorite sessions: “20 Big Ideas from Staffing Industry Analysts,” by Jon Osborne, vice president of strategic research for SIA.
Naomi Bloom recently shared her thoughts on why so many companies fail to promote women and minorities into key HR leadership posts. This week, I wanted to share ideas on this topic from other successful human resources professionals who have shaped my thinking as a talent advisor.
The race to compete for qualified talent isn’t dying down any time soon, and you need to stay a step ahead of the competition to move your business forward. One of your biggest challenges is that you already have a full plate, so how can you add time back to your day to focus on the things that really matter? You can start by figuring out how you can streamline your recruitment activities. A pre-hire platform can get the job done — quickly and effectively.
The U.S. workforce has seen a dramatic shift in age since 2001. According to a special report from CareerBuilder, at the turn of the century, 5.2 million jobs were held by workers ages 14-18. By 2014, that number dropped 33% to 3.5 million. Meanwhile, jobs held by workers ages 55 and older have grown by 40%, from 20.6 million to 28.9 million.
It’s no secret that the U.S. population and workforce are becoming more diverse – in fact, according to the U.S. Census Bureau, by 2044 white Americans will no longer comprise a racial majority in the U.S. To keep up with this trend, HR managers need to make diversity and inclusion in the workplace a priority – by establishing a strong diversity & inclusion strategy for their organization.
Like a model accidentally giving away a $22,000 car on "The Price Is Right," the March jobs report — released this morning — was an epic fail. The final count of jobs added in March didn't come anywhere close to what economists were expecting.