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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.
When a new hire is brought on board, it feels like there are a million things to do. Beyond the obvious things like completing all the necessary paperwork and informing the employee of the basics (like when and where to show up!), there are a lot of onboarding activities that are crucial to long-term success […]
How does your organization collect applications when it needs to fill a new job opening? Do you solicit résumés to be sent in the mail? Do you use online application software that collects applicant data for you? Do you use a recruiter? Perhaps you have some hybrid of these examples?
In yesterday’s Advisor, we learned a little about the sunny 2015 predicted by CareerBuilder’s annual job forecast survey; today, five trends to be on the lookout for based on the survey’s results.
Companies will be ringing in the New Year with more job openings, according to CareerBuilder’s annual job forecast. More than one-third of employers expect to hire full-time, permanent employees in 2015, the best outlook from the survey since 2006. Salary increases—including raises for minimum wage workers—are also on the agenda of hiring managers.
Recordkeeping is the key to compliance and legal defense—and there have already been some changes to the requirements in 2015, particularly for safety and paid sick leave. Don’t get caught unprepared! In today’s Advisor, Attorney Usama Kahf provides the info you need to keep the right records in the New Year.
In yesterday’s Advisor, Miranda Nash shared three of her five secrets to prioritizing long-term staffing needs; today, the final two secrets along with some analysis from Nash.
In an article published on HR.BLR.com®, recruiting expert Miranda Nash emphasized the importance of long-term staffing and provided 5 tips on how to handle it effectively.
Have you heard of the term “recruitment fraud”?
Job interviews are obviously critical to getting talented new employees on the team, but they are also potential landmines. Both legal and tactical errors can easily be made during the process.
When a company first meets with a prospective candidate, it’s not just the interviewee who needs to be on his or her toes. Interviewers must be careful to ask the right questions, not just to ensure they’re making the right hire but also to avoid legal entanglements.