Practical HR Tips, News & Advice. Updated Daily.
As the job market tightens up, employers are looking for ways to attract more candidates to be sure they have a good group of applicants to choose from in any given vacancy. But more and more, employers are finding that jobs are attracting fewer applicants than before, simply because there are fewer jobseekers out there […]
With the focus often on the big picture, it’s easy to overlook an important fact: Not every state is experiencing robust job growth and the challenges that come with it.
A recent survey sheds some light – pardon the pun – on night workers.
As companies consider offering student loan assistance to entice Millennial job seekers, they may want to consider that the newest generation entering the workforce probably won’t find the benefit as attractive—or necessary.
A diverse workforce can be a major benefit for an employer. And diversity certainly isn’t limited to simple gender diversity or race diversity. Diversity in the workplace can mean ensuring that individuals of different ages, sexual orientations, national origins, physical ability levels, religions, and even different upbringings or social backgrounds are included.
Every company wants to hire the best and the brightest, the superstars who have achieved the equivalent of gold medals in their careers.
To find candidates, companies often rely on external sources – when the ideal person for the job may be right in front of them.
Motivated by a shortage of talent, and fueled in part by record low unemployment and a spike in business confidence, companies are bolstering efforts to improve the workplace experience.
Salaries for technology professionals in the United States were flat in 2017, according to the annual salary report from tech career platform Dice. But all is not lost, when it comes to attracting tech talent.
Generational traits are characteristics common to people born during certain time periods. These traits do not, however, hold true for every individual—or every job candidate.