SHRM Blog

Let's be honest - most job descriptions are terrible. There are exceptions of course, but the vast majority of job descriptions –are cookie cutter templates that provide a laundry list of responsibilities and knowledge/skills/ability requirements that give a job seeker no sense of what it's like to work for the company. We're experiencing so much progress in the talent space with recruiting 3.0, social recruiting, and more startups innovating in the space than we've ever seen – yet most job descriptions are written the same way they were 10 years ago. Why?
 
Whether it’s due to...

The New Health Care Reform Law: What Employers Need to Know (A Q&A Guide)

The Supreme Court’s landmark decision upholding President Barack Obama’s health care reform law removed the uncertainty that was making employers hesitant about implementing reform-related initiatives. Employers that took a “wait-and-see” approach now must play catch-up while they struggle to comply with numerous reform mandates. But some mandates have not been adequately explained in government guidance, leaving employers to wonder about the next steps. The New Health Care Reform Law: What Employers...

While less than 10 percent of companies now are monitoring employee use of social media sites like Facebook, YouTube, LinkedIn and others, that is likely to change over the next few years.  Gartner predicts that 60 percent of companies will be monitoring how their employees use social media by 2015.  Employers are interested in monitoring the posting of comments from employees about the company.  Companies say they monitor employees for reasons such as brand management, sentiment analysis and reputation purposes.  Oh and let’s not forget that social media checks are often  run on candidates before job offers are...

Sports recruiting is an intense industry.  Scouts spend years following hopeful athletes in high school and college.  If a talent scout represents a well-known school or professional organization the number of prospects that they may be able to recruit are considerably larger than those that represent lesser known or lesser performing institutions.  For example, in the state of Kentucky recruiting for University of Kentucky is significantly different than recruiting for Western Kentucky University.  The University of Kentucky has the ability to attract higher performer high school students than WKU based on the basketball programs performance.

What happens when...