Posts Tagged Recruitment
I firmly believe in the power of using the locus of control theory to have a richer, more fulfilling career. Read on for how you can use the locus of control theory to evaluate job candidates.
Last week I had a discussion with another local HR pro, and we were talking about interview questions that help to discern what candidates lack the requisite people skills to get the job done. We’ve all run across candidates who may interview very well, but then they turn out to be a nightmare once they are on board.
Savvy recruiters know that even in periods of elevated unemployment, there are no guarantees that they’ll land the perfect candidate for their open positions. In fact, many would argue that they have to work even harder to land top talent when faced with soft labor market conditions and the disparities between the workforce skills that are available and the skills that are needed to fill available jobs.
Building a strong employer brand is the first step in recruiting employees with a disability, Laura Wilhelm pointed out during the Feb. 13, 2013, webinar “Best Practices in Disability Recruiting.”
Think Beyond the Label.com (TBTL) hosted the hourlong webinar, moderated by Brazen Careerist, that showcased tips on how organizations can find highly skilled, college-educated professionals who have disabilities.
Employers wishing to sponsor a first-time H-1B worker should soon begin the petition process. April 1, 2013, is the first day U.S. Citizenship and Immigration Services (USCIS) will accept H-1B cap-subject petitions for next year’s allotment of visas for foreign national professionals.
When an organization sets out to find the best and brightest talent, the collaboration between HR and recruiters is critically important. Unfortunately, friction often exists between the two groups as they attempt to meet numbers and reach goals. This unfortunate dynamic increases the cost per hire and negatively impacts the success of the organization.
Keep communication lines with job applicants open, hiring process transparent
Recruiters and hiring managers can do more to fill the void that job candidates often get sucked into when applying online for a position, said one recruitment and staffing expert during a Jan. 23, 2013, webcast presented by BraveNewTalent, a San Mateo, Calif.-based social media platform for job seekers.
Regeneron Pharmaceuticals may not be the right place for everyone. It says so right on the company’s website.
“We like being different,” said Ross Grossman, Regeneron’s vice president of human resources, who outlined the company’s culture-driven recruitment campaign as part of a “smarter workforce” track at IBM’s annual conference for clients, held here Jan. 28-30, 2013.
On January 23, SHRM @WeKnowNext chatted with Craig Fisher (@Fishdogs) about hiring manager and recruiter buyer's remorse.
In case you missed it, here are all the great tweets from the chat:
Some hiring managers and recruiters call it buyer’s remorse. After a brilliant interview, you hire a candidate that you believe is the perfect fit for the job. A few weeks later, you’re wondering what happened to the person you originally interviewed.
In January 2013 the Society for Human Resource Management (SHRM) released a series of "State of Employee Benefits in the Workplace" reports, based on surveys fielded among SHRM members in 2012. Key findings highlighted the benefits most often used to help recruit and retain employees, and organizations' efforts to communicate the value of employer-sponsored benefits.
Think for a moment about every interaction you had yesterday.
A few text messages, a slew of e-mails. The phone rang a few times. You met a colleague for a quick afternoon coffee. You watched a YouTube video. You clicked around Facebook and read a few blogs. You did a Google search on your phone because you had to know exactly what “capers” really were. There was that hour (or more) spent poring over data, correcting someone else’s oversight, scratching out the inklings of a great idea, and then … you did it all again today.
This isn’t just your life.
On January 9, SHRM We Know Next chatted with John Hudson (@JohnPHudson) about the topic: "Should Recruiters Judge Candidates by Their Social Media Profiles?"
It’s a brand new year, a time where many people attack their New Year’s resolutions with excitement and resolve. If you were one of the many people whose resolution involves finding a new job or making career change, you may be wondering where to start. Here are nine steps you can take today to position yourself well to find your next gig.
After months of intense effort to win election to Congress, it might seem like the hard work is done. But for many incoming members of the U.S. House of Representatives and Senate, it’s just beginning.
As the new legislators scramble to set up their offices in Washington, they must make critical decisions about staffing that will impact their effectiveness throughout their terms. Mistakes are common and can be costly.
One of the most important pieces of advice new legislators get, and one of the hardest to follow, is “Don’t rush to hire your staff.”
In case you missed it, here’s what happened on We Know Next this week.
When Amir Farhi, CEO of Netotiate, a company that conducts online merchandise negotiations, was seeking to fill a key inside sales representative job, he didn’t turn to job boards or a career website for help. Farhi instead looked to hire for the position through referrals from his employees’ network of friends and connections on social media sites LinkedIn and Facebook.