Recruiting quality candidates in any market, let alone a tight market, is not easy. Successful hiring is made even harder by the seeming omnipresence of the dreaded noncompetition agreement—a form of contract that employees sign with their current companies that is designed to keep them from working for a competing firm.
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.
The “skills gap” has been a hot topic in recent years, with media outlets, HR associations, and consultancies all discussing the plight of companies struggling to find workers with the necessary skills and qualifications to perform key jobs.
Kiss 2019 goodbye—we’re heading into 2020! Over the last year, let alone the last decade, recruiters have had to deal with unusually low unemployment, the rise of automation and artificial intelligence, and a candidate-driven market that’s thrown old practices to the wind, resulting in creative strategies to secure top talent.
If you want to stay competitive in an increasingly competitive market, McKinsey found that “growth trumps all.”
2018 saw a surge of holiday hiring in the United States, with more than 700,000 positions open. The Palmer Forecast predicts an even greater demand for seasonal workers this season. Unfortunately, the need for additional talent is clashing with the current unemployment rate in the country, which remains very low at 3.1%.
Full-cycle recruiting, also known as end-to-end recruiting, is the entire talent acquisition process from start to finish. It begins when the need to fill a new role is identified and ends with onboarding the new employee.
The terms “sourcing” and “recruiting” are sometimes used interchangeably, but they can actually have a lot of subtle and not-so-subtle differences in meaning. Let’s take a look at some of the differences when sourcing and recruiting functions are separated.
Here’s a fun fact: This year, the first Gen Z babies officially turned 22. That means they’re graduating college in droves while bringing their generation’s unique strengths and skills into the entry-level talent pool.
Is your organization at risk of being accused of age discrimination in the workplace or in the organization’s hiring practices?
Hiring online staff can be challenging but also rewarding. Use these best practices to avoid future HR challenges, maintain compliance, and ensure your workforce is moving in the right direction.