Paul Wolfe is SVP of Human Resources at Indeed. He oversees all global human resource functions, including talent acquisition, employee retention, compensation, benefits, and employee development.
Mr. Wolfe has over 15 years of experience as a human resources executive having served as a VP and SVP at number of well-known companies, including Match.com, Orbitz, Conde Nast and Ticketmaster. His specialties include talent acquisition and management, succession planning, performance management, and leadership development.
The internet has revolutionized the job search, but it hasn’t really changed job seekers’ attitudes about privacy. People share many details of their lives on social media, but looking for a job remains intensely personal. In an age of oversharing, job searching could be described as the last taboo of the digital age.
This year’s open enrollment period has just ended for many companies. For HR professionals, that is the best time to begin thinking about next year’s benefits offerings. As you plan, it is helpful to look at your company’s workforce holistically from a demographic perspective.
Do you ever feel like your job applications have gone into a black hole? If so, you’re not alone. It’s frustrating not to hear back from a prospective employer. However, for employers, it is frustrating to sort through numerous applications in the hopes of finding a needle in a haystack: the candidate who best fits their needs.
Nearly a quarter of US workers did some or all of their work from home in 2016 according to the Bureau of Labor Statistics [1], but corporate attitudes about remote work may be cooling. Citing a need to increase control over the workday and promote team collaboration, big companies such as IBM, Yahoo and the Wall Street Journal have recently reined in remote work programs.
Research shows that 90 percent of what we perceive about our world is absorbed visually. And, visual perceptions greatly influence our overall impression of our surroundings. That’s why a company’s physical environment is so important to get right.
What motivates workers to seek a new job and what makes them want to stay? The answer is deceptively simple. Workers want companies to provide them with fair compensation and benefits, workplace perks and development opportunities that help advance their careers. In other words, invest in your employees and they will be invested in your firm.
When was the last time you took a vacation from work? If you did, chances are it wasn’t very long and you didn’t completely unplug from work. You are not alone.
When was the last time you took a vacation from work? If you did, chances are it wasn’t very long and you didn’t completely unplug from work. You are not alone.
Indeed recently compiled a list of the best jobs of 2017, based on number of job postings, salary and growth opportunity. What we found is that technical roles continue to be in high demand - seven of the top ten jobs are software engineers and developers, with positions in management, healthcare and engineering rounding out the top 25 list.
Research shows that when a company embraces diversity, it can become more innovative and competitive. These traits are especially important for companies who continue to experience exponential growth, expand their applicant pool and hire more talent.
Parental leave, always a concern among workers planning to have kids, has made headlines this year as companies and policymakers have weighed in on this important employee benefit.
Many of us Americans don’t know how to take true summer breaks.
When you work at a global company, you likely know this anecdotally. You notice that colleagues based in cities ranging from Toronto to Berlin take at least two weeks, and sometimes a month. They also holiday at other times of they year, such as significant holidays.
On-the-job training was popular a generation ago but has been steadily declining in the U.S. for decades. Companies expect candidates who are armed with a degree or certification and relevant work experience, which is discounting a large pool of the American workforce.
The class of 2016 is feeling pretty positive about their job prospects - 86% percent of college graduates are at least somewhat optimistic they will find full-time work after graduating, and 92% are hopeful they will land their desired job, according to a new survey by Indeed.
Parental Leave and Other Benefits Should be Seen as a Recruiting Tool, Especially for Hard to Fill Jobs
We know the talent war is real, but now it has shifted internally. In the increasingly competitive employment landscape, it has become more challenging not only to attract but also to retain employees. That means for all your effort spent attracting outside talent, you should spend twice as much time engaging your current workforce.
