Practical HR Tips, News & Advice. Updated Daily.
Yesterday we heard from Florence Richard, the director of Human Resources (HR) at an asset management firm in California, on the topic of job descriptions. Today we’ll hear more, specifically on treating a job description like an opportunity to express your company’s culture.
The way your job description is written is part of your company’s culture and can influence who applies.
Asking job seekers to solve complicated puzzles may not provide all the insight you need into skills and ability, but the exercise serves other purposes.
Business and IT students, those soon-to-be grads you seek, have employer preferences, and these preferences may surprise you.
A company’s benefits package attracts job candidates, and bereavement leave is one of the benefits in that package.
A new president often faces challenges. It comes with the territory. But President Trump also faces a talent shortage. Hundreds of jobs, including key positions, remain open, and the administration reportedly has had difficulty finding people to fill the roles.
A recent study from CareerBuilder, a provider of human capital solutions, sheds some light on where the candidate experience tends to turn negative.
How would employees rate your company’s CEO? Is he or she an award-winning leader?
A recent survey from staffing firm Office Team, a Robert Half company, finds employees are confused about what to wear to work. And if people who work for a company don’t understand what’s appropriate, job candidates are apt to have even more difficulty decoding a company’s dress code.
Yesterday we looked at what you can do to avoid a bad reputation. Today we’ll look at how transparency can help those efforts.