By using short message service (SMS), the official name for text messaging, and multimedia message service (MMS), messages that support short videos, single images or slideshows, and audio clips, recruiters are interacting with job candidates in ways that are proving convenient and highly effective.
It’s hard to talk HR at all today without talking HR Technology. From your ATS to your HRIS we’ve got all of your tech acronyms covered in this category.
Job boards often include information for job seekers, usually in the form of articles or blog posts intended to help with the job search process. One job site, Nurse.org, has now taken job seeker assistance to the next level.
A recent survey has sought to answer the simple question: will the workforce be able to keep up with new technology-related skills as they emerge?
Move over, Siri and Alexa. Karen has arrived.
A recent study from CareerBuilder, a provider of human capital solutions, sheds some light on where the candidate experience tends to turn negative.
Preemployment testing has been around for some time now, at least a few decades in some form. The process helps prescreen potential hires before they interview. Many changes are coming to this process thanks to new technology, and it can potentially help both employer and candidates.
People with disabilities are job seekers, too. And they represent a very large candidate pool.
Human resource managers are already seeing evidence of artificial intelligence (AI) becoming a regular part of HR, as common functions become fully or partially automated. So finds a recent survey from CareerBuilder, a provider of human capital solutions.
Although programmatic recruitment advertising has only been available for a couple of years, it has already gained significant traction—and with good reason.
Yesterday we heard from Randal Cole, a lawyer specializing in employment law on what you can and cannot do with social media recruiting. Today, more from him on timing and technique—and review and restraint.