There are 74.6 million women in the civilian labor force – almost 47 percent of U.S. workers are women. When it comes to education, women are more likely than men to have earned a bachelor’s degree by age 29 (34 percent of women vs. 29 percent of men). Women also own close to 10 million […]
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.
If you still think of freelancers as people who occasionally take on work assignments, you’re out of step with today’s employment marketplace. Freelance employment is on the increase, and freelancers now represent a significant percentage of the workforce.
It’s a decades-old argument: Recruiting is sales, no it’s not.
The Computing Technology Industry Association (CompTIA), a leading technology association, is partnering with Microsoft Corp. on its flagship program for transitioning veterans, Microsoft Software & Systems (MSSA), to make it easier for more than 35,000 U.S. service members to transition from active duty to high-paying careers in the civilian IT workforce.
Employers have long had difficulty acquiring information technology workers, as candidates are in demand, regardless of the job market. New research provides insight into IT hiring challenges and tips to help overcome them.
They are fleeing war, genocide, and other horror. They come to the United States from the Democratic Republic of Congo, Syria, Burma (Myanmar), Iraq, Somalia, Bhutan, Afghanistan, Ukraine, and other countries. All must meet strict standards for admission.
More than 650,000 ex-offenders are released from America’s state and federal prisons every year. Studies show that approximately two-thirds will likely be rearrested within three years of release.
Newly minted MBAs are increasingly looking beyond Wall Street for career opportunities.
It’s a rather natural tendency among many in the management ranks: the temptation to hold on to star performers in current roles, rather than encouraging their promotions, succession plans or transfers to other areas of the company.
Yesterday we heard from iCIMS’s Kelly Martin on how to best use your talent pools. Today, more tips from Martin.