A new report from Namely, a leading HR platform for mid-sized companies, examines trends in the HR profession. “HR Careers Report 2018” is based on data from more than 1,000 companies.
Category: Hiring & Recruiting
Today we’ll hear from iCIMS writer Jessica Woloszyn about seven ways to get the best talent.
In yesterday’s Advisor, we outlined a few of the many soft skills that employers are often looking for when recruiting new employees. Often, soft skills are just as important—or even more important—as technical skills and expertise required for the job. It’s tougher to teach soft skills than it is technical skills!
These are the main takeaways from a new CareerBuilder survey, which finds nearly three in four employers, 74 percent, have been affected by a bad hire and the average cost of one bad hire is $14,900.
When recruiting for any role, naturally, it is important to ensure that the candidates being considered have the technical skills, expertise, and experience required to do the job. But what about the other skills that will help that individual be successful? How can you identify who will be a good team member or a good […]
Another year is almost in the books, with another on the horizon. If your response is “ho hum,” it’s time to shake things up. Recruiting is a dynamic field, with tremendous opportunity for improvement.
BLR® is pleased to announce that RecruitCon 2018, the premier recruiting event of next year, will be headlined by none other than John Hall, CEO of Influence & Co. and bestselling author of Top of Mind.
A new study from Allegis Group, a global leader in talent solutions, gauges the satisfaction of companies across key talent practice areas, and looks at stakeholder views on major trends. The key takeaway is that there is room for improvement.
In yesterday’s Advisor, we discussed the idea of creating candidate personas to assist in your recruiting efforts and why employers may want to do so. Today, let’s take a look at how to create a candidate persona.
Personas are more often associated with marketing departments, where “buyer personas” are created to have a complete profile of a customer to aid in marketing decisions. But the same can be done when assessing the ideal candidate for a particular role.