In part one of this article, we explained some of the many reasons why it is in an employer’s or recruiter’s best interest to follow up with all candidates. Now let’s take a look at how to professionally contact rejected candidates.
Yesterday we looked at CareerBuilder’s Midyear Job Forecast. Today, more from that report including which region will be hiring the most.
By Emily Scace Many organizations want to improve their safety culture in order to reduce injury rates, save money, and increase productivity. But how does a company begin to foster a culture of safety? The following are a just few key areas that go a long way toward establishing a positive safety culture in an […]
I recently wrote that we shouldn’t overlook the contributions the younger generation can make. In business, we often assume that experience equates with success and therefore conclude it’s unlikely that a 20-something can make a significant contribution. I think that’s complete hogwash, but so is assuming people can’t have a major career breakthrough in the […]
As recruiters begin to grapple with the influx of Millennial talent into the workforce, many are finding that their tried-and-true tactics and strategies don’t seem to be as effective as they had been for previous generations.
A recent survey by Accountemps® suggests that less than half of former employees (aka boomerang employees) would work for former employers again.
Employee unhappiness and disengagement cost companies in the U.S. between $450 and $550 billion a year, making it essential to understand what incentivizes employees to come on board and stay. This infographic, created for RecruitCon 2017, outlines 5 reasons top talent leave, the indirect costs of turnover, and also the opportunities you have to improve employee retention […]
By way of introduction, my name is Elizabeth Petersen, and I’m the executive vice president of BLR’s healthcare division.
From the SHRM 2016 Annual Conference & Exposition in Washington DC! We recently attended a session on the difference between having an engagement problem and having a hiring issue. The speaker, Bob Kelleher, elaborates on the topic.
In yesterday’s Advisor, we outlined some of the risks recruiters and employers face when using social media for background screening. Today, let’s take a look at a few ways to reduce such risks and be less prone to problems when conducting social media background screening: