As 2018 comes to an end, it’s time to start predicting what 2019 has in store for recruiting professionals and hiring managers across the country.
In part one, we began to explore what to look for when you look for quality recruiting software. Today we’ll look at features like improved data governance, compliance, and adaptability.
In a hiring environment marked by low unemployment rates and widening skills gaps, recruiting teams across the board are coping with heightened visibility, pressure, and candidate volume resulting from intensified competition for top talent.
A new report highlights critical factors affecting the future of work, while demonstrating how an improved workplace experience leads to better employee engagement and company performance.
As part of an effort to engage and retain employees, organizations are offering wellness and well-being programs. A full seven in 10 organizations offer such programs for employees, according to a new study from Brandon Hall Group, an HCM research and advisory services firm.
Recruiting is dynamic and complex. It is simply too important to get wrong, because when your recruiting fails and your business is understaffed or not staffed with the right people, operations and results suffer.
As 2017 fades into the rearview mirror, it’s time to look at what’s ahead.
If you answered “no,” you’re in the minority.
There’s great interest in scorecards and dashboards, but how do you get started? Jayson Saba, Vice President of Market Strategy, Ceridian HCM, offered his tips at the Society for Human Resource Management’s (SHRM) Talent Management Conference, held recently in San Diego. What’s the Difference Between a Scorecard and a Dashboard? A scorecard, says Saba, is […]