Practical HR Tips, News & Advice. Updated Daily.
Recruiting is changing at a rapid pace. Some organizations are abandoning traditional methods for social media; some think software can do a better job than people.
If it seems like the interview process takes longer than it used to, it’s not your imagination. A new report from job site Glassdoor finds that worldwide, on average, it takes more than a day longer: 23.7 days thus far in 2017, compared to 22.5 days in 2016.
Where is the talent you seek? How do you connect with your ideal job candidates?
As employers struggle to fill open positions, one step in the screening process is causing them to turn away candidates who are otherwise qualified: the pre-employment drug test. At the same time, other job seekers, who learn that a company requires a drug test, are deciding not to apply.
A recent survey has found that although the national unemployment rate is cited at a low 4.4% (June 2017) by the US Bureau of Labor Statistics, nearly 1 in 4 Americans report that they are looking for a job.
Need flexibility in how you schedule workers? Maybe you need to keep a lid on labor costs by avoiding the financial burden of employee benefits. Or maybe you have other reasons for bringing on more workers without hiring traditional employees. Contingent workers may be your answer.
Nearly every experienced manager has had a high-maintenance individual on staff at one time or another. High-maintenance employees may have different characteristics, but the bottom-line issue is the same: Working with these folks is downright difficult.
What are the various steps of the employee onboarding process, and how many companies implement each of these steps effectively? Moreover, how does onboarding at your organization compare? A study conducted by HR Daily Advisor Research, detailed in the report, “2017 Strategy Onboarding Survey: How to Activate New Employees,” provides insight. The survey includes responses […]
A new report by iCIMS has the rundown on what recruiters need to know about the most recent generation to enter the workforce: the so-called Generation Z. More specifically, about the class of 2017.
It’s a rather natural tendency among many in the management ranks: the temptation to hold on to star performers in current roles, rather than encouraging their promotions, succession plans or transfers to other areas of the company.
In new research conducted by iCIMS, we get a rare look at Generation Z. Specifically, the report looks at the class of 2017.