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The I-9 process is one by which employers strive to confirm that individuals they hire are legally eligible to work in the United States. The I-9 is actually the name of the form that must be completed as part of this process. The I-9 is simple enough: It requires employers to get documentation that establishes […]
In today’s highly competitive work environment, the recruitment industry has decided to shift to a more candidate-driven approach. Nowadays, companies no longer unilaterally select qualified candidates. Instead, jobseekers use their impression of a company and its recruitment experience to find which one best fits them.
Driven by their use of technology in all aspects of their daily lives, from shopping, ordering food, and rides to social networks, jobseekers have high expectations for how technology should enhance their job search.
Social media not only is a revolutionary communication tool but also offers several advantages to businesses. Companies can use these platforms to extend their marketing reach to new heights and make meaningful connections with their clientele. On top of this, an increasing number of organizations use it to screen potential job candidates.
Attracting and hiring top talent can be a tough process, especially in a tight labor market. So, it’s especially frustrating when you make it almost to the end of the process, find a candidate you’d really like to bring onboard, and then the job offer gets rejected.
It often feels like a mad dash to hire good people to meet seasonal demand, but forecasts aren’t always right, and needs shift daily. The hiring process for seasonal work has not come close to maximizing its potential.
Tina lied about her college degree, Bob lied about his work experience, and yet your hiring manager still gave them an offer anyway. Where do you draw the line on lying during the hiring process? And how do you make sure your entire hiring team has the same set of ethical standards as your company?
Mistakes businesses make when recruiting can be costly and damaging. Consider the findings from one CareerBuilder survey: The average cost of one bad hire is $14,900. Many companies simply cannot afford these errors.
As an HR professional or recruiter, you’re vetting entry-level applicants based on the caliber of their résumé, burgeoning interview skills, nascent networks, and limited professional references. It’s a process that is often more art than science when an applicant’s work history is limited in scope.
Documentation and file retention are major aspects of the hiring process. One of the primary reasons to keep hiring records on file is to have documents to use in your defense in case of a discrimination claim.