As companies consider offering student loan assistance to entice Millennial job seekers, they may want to consider that the newest generation entering the workforce probably won’t find the benefit as attractive—or necessary.
Category: Candidate Pools & Proactive Recruiting
Recruiting in the past tended to be reactive—there’s an opening, let’s fill it. But many employers are becoming more proactive by building relationships with potential candidates, creating a pool of eager applicants whenever there is an opening.
A diverse workforce can be a major benefit for an employer. And diversity certainly isn’t limited to simple gender diversity or race diversity. Diversity in the workplace can mean ensuring that individuals of different ages, sexual orientations, national origins, physical ability levels, religions, and even different upbringings or social backgrounds are included.
Every company wants to hire the best and the brightest, the superstars who have achieved the equivalent of gold medals in their careers.
To find candidates, companies often rely on external sources – when the ideal person for the job may be right in front of them.
Motivated by a shortage of talent, and fueled in part by record low unemployment and a spike in business confidence, companies are bolstering efforts to improve the workplace experience.
Salaries for technology professionals in the United States were flat in 2017, according to the annual salary report from tech career platform Dice. But all is not lost, when it comes to attracting tech talent.
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.
How do you get top talent in 2018? We at BLR are always trying to get you the latest information on critical topics like this. At 1:00 pm EST we will be conducting a free webinar, Top 6 Tactics Every Recruiter Should Implement to Score Star Talent in 2018. Read on to learn more about […]
Talent acquisition tips often make the assumption that a company has something it may not have: a robust recruiting budget.
A new survey provides insight into the factors that professionals consider when making career decisions.