It’s important not to sugarcoat or otherwise misrepresent the reality of a job when looking for candidates. Doing so can result in a high turnover rate once candidates inevitably get a real look at the job.
When you’re recruiting to fill a role, regardless of whether it is a newly created role or a newly vacated role, you always need to assess what type of employee you’re looking for. Are you looking for someone who is top of his or her game with the awards and accolades to prove it? Are […]
Soft skills and emotional intelligence are required to succeed in many of today’s most in-demand positions, yet the focus when recruiting for these jobs is often elsewhere.
“How much are you currently earning?” It once seemed like an innocent enough question, and until recently was very common.
Yesterday we heard from Florence Richard, the director of Human Resources (HR) at an asset management firm in California, on the topic of job descriptions. Today we’ll hear more, specifically on treating a job description like an opportunity to express your company’s culture.
A recent Recruiting Daily Advisor article cites a survey that shows recruiters don’t seem to care much if a job candidate holds a second job.
Employees’ perception of their company’s senior leadership is far from favorable, according to research from Willis Towers Watson, a leading global advisory, broking, and solutions company.
The way your job description is written is part of your company’s culture and can influence who applies.
Asking job seekers to solve complicated puzzles may not provide all the insight you need into skills and ability, but the exercise serves other purposes.
Business and IT students, those soon-to-be grads you seek, have employer preferences, and these preferences may surprise you.