EPISODE 30 Given the current talent economy, organizations are challenged to consistently attract and retain the right caliber of talent. BLR®, with the kind sponsorship of SilkRoad, has just completed a survey about several interesting aspects of recruiting today. To help us interpret some of the survey data, we’ve asked Alexandra Levit to join us. […]
Companies often offer education and training, to further the skills of their employees and attract job candidates. A new initiative by home improvement retailer Lowe’s aims to do this, and more.
There is no “I” in team, but there is an “I” in business—and yours should hire with attention to certain characteristics, including one that begins with “I.”
New research from the UK finds that most parents worry their children are harming their future job prospects by over-sharing online.
A recent survey finds more professionals are struggling with work-life balance, and are having a difficult time taking care of their overall health.
If you have a job opening, you need a job description? Right? Not necessarily! Let’s take a step back and examine the assumption that job descriptions are a useful piece of the recruiting puzzle.
The costs of losing quality employees have been well established to be steep. Making sure that your company culture is one that motivates and attracts high-performing employees is critical.
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.
It’s simple—if you keep the great employees you have, you won’t have to spend a bunch of money finding new ones. But how to do that? One part of that means keeping them happy and motivated.