A new survey finds a discrepancy between employers’ and employees’ attitudes toward “upskilling,” defined as attending workshops, completing online courses, receiving consultation from a specialist, participating in personal coaching sessions or pursuing further education.
Adios, arrivederci, adieu. It’s time to bid the 9-to-5 job a fond farewell. Or so suggests research from ManpowerGroup, a leading global workforce solutions company.
Technical skills are now required for a wide range of positions. Even many jobs that were once known as “blue collar” have been dubbed “new collar,” because the skills requirements have changed.
Many employers are trying to increase diversity in their workplaces. It follows that recruiting for diversity offers a simple solution. Having a diverse workforce as a goal requires making sure hiring managers and recruiters are committed to the organization’s objective.
Chris Russell, known as the “mad scientist” of online recruiting, started his first job board in 1999 and since has launched more job sites than anyone in history. At BLR’s recent RecruitCon Road Trip conference in Boston, Russell shared tips for making recruiting and career websites really effective.
A new study conducted by Visier, a leading provider of talent management solutions, finds systemic ageism exists in tech hiring practices.
Being a user of your company’s products or services isn’t a prerequisite for employee engagement, but it doesn’t hurt.
Where should you focus your recruiting efforts if you want to find out more about a job candidate?
In yesterday’s Advisor, we gave some tips on how to get an interview started on the right foot and how to present the organization to the applicant during the interview. Today we’ll provide some more tips, this time focusing on the next parts of the interview: learning about the applicant and closing the interview.
When screening potential new employees, recruiters (and employers) are looking to not only ensure a good fit with the organization but also to weed out potentially problematic applicants. This is why conducting a background screening is such a common practice during the recruiting and hiring process.