In a tight labor market, you might think hiring managers would overlook résumé and interview mistakes. Not so, finds a survey conducted by staffing firm Robert Half Technology.
Job postings sometimes include what might be called a disclaimer, intended to let job seekers know that the tasks and responsibilities listed are not the only ones applicable to the position.
I’ve recently started reading Reddit semiregularly, and one of my most-visited subreddits is /r/careerguidance. While the questions submitted range from the very specific (“I’m a history major with two years of work experience at a museum. What other careers might be good for me?”) to the general (“How can I make more money?”), a common […]
In yesterday’s article, I discussed Susan Vitale’s RecruitCon 2018 session on the Outlook on the 2025 Workplace: How to Attract the Next Generation of Talent by Effectively Recruiting Millennials and Gen Z. In this article, I’ll focus on the consumer mindset to the recruiting process and how you can ensure your candidates get a good experience.
When you are having trouble filling a position, it can be a real temptation to hire any candidate just to fill the position. But we all know that hiring the wrong person can end up being more costly in the long run—especially if the new hire causes any problems.
Recruitment advertising professionals can help you articulate and promote your employer brand. But when it comes to speaking about the employment experience, no one does it better than your employees.
Recruiters and hiring managers typically provide job candidates with details about the position, benefits offerings, and the company. But work environment sometimes gets overlooked.
Employee referral programs never go out of style, because they work. But not all programs get the same results.
Automation, the need for new skills, an aging workforce, and tightening labor markets are only a few of the human capital challenges organizations face. Add to these a more vocal and empowered workforce, along with a societal call to action, and it becomes apparent there is a need for increased leadership collaboration.
They sometimes come across as shy, aloof or even disinterested. In comparison to extrovert job candidates, they may seem less likely to take charge, less inclined to aggressively pursue goals.