In part one of this article we began to hear from Philipe Bruce, founder of Professional and Organizational Development Solutions. Today Bruce will continue to discuss the topic at hand: Millennials.
Generational traits are characteristics common to people born during certain time periods. These traits do not, however, hold true for every individual—or every job candidate.
Findings from a new survey suggest that if a company offers no or limited benefits it risks losing out on top talent during the hiring process.
Everyone is talking about the war for talent. That war is being influenced by the single largest talent pool: Millennials.
We all know how much recruiting has changed over the last few years. Applicants no longer drop their résumé in the lobby drop box, they rarely fill out paper applications as walk-ins, and calls to speak to HR about open positions listed in the newspaper are practically non-existent.
The war for talent wages on, and many companies are being left behind. It’s hard to stay competitive in recruiting top talent when your tools are turning against you. Where does the main issue exist? It could be your applicant tracking system.
Generation Z is entering the workforce. Where should you focus to recruit and retain them?
Education assistance and student-loan repayment benefits may just be the hot benefit to watch—as a growing number of employers have recently announced they will be offering the perk, and many more say they’re thinking hard about providing it.
We all know that the global landscape is changing. That leads to changes in how multinational companies approach their workforce. A recent study shows that more employees might be sent abroad.
Think you’ve got employer branding figured out? You may want to rethink that certainty, in light of findings from a new study conducted by global communications and engagement firm Weber Shandwick.