Believe it or not, with the ever-increasing need for human intelligence in human capital management in the modern-day workforce, artificial intelligence (AI) is becoming more and more necessary for HR departments and recruiters.
Today’s candidate-driven employment market requires innovative, creative, and efficient work. Are you holding yourself back by using outdated recruiting habits?
In a previous post, we discussed the findings of a recent LinkedIn report that looked at gender differences in the job application process. This report is important because even though women make up the majority of the U.S. population, they are underrepresented in many industries, as well as in leadership and executive positions in particular.
Diversity and inclusion were once considered “fluffy” company goals that were pursued by bleeding hearts or, more cynically, the PR-minded, but that view has steadily changed over the last few decades.
Many companies have outsourced some of their HR functions by hiring professional recruiters to identify and screen potential new hires. These recruiters can be valuable assets, as they specialize in this area of Human Resources, but they can also be a liability, as they are the first impression potential hires get of your company, and […]
Facebook is not exempt from involvement in the growing learning and development (L&D) industry, as the company announced in 2018 that it aims to train 1 million people by 2020 with its new Learn with Facebook site. So far, it seems to be well on its way toward reaching this goal.
When companies look to hire new employees, there are some baseline credentials that typically must be met: education, certifications, years of experience, experience in certain specific areas, etc. By and large, these credentials can be ascertained from a résumé or online job application.
If you’re a human resources (HR) professional, here are five tech trends you’ll want to know about if you want to outperform your competition in 2019.
There has been much research about the effects—whether conscious or unconscious—of certain “indicators” on a job applicant’s résumé. For example, having certain “ethnically identifying” names can lower an applicant’s chances at a job.
According to information highlighted by SHRM, hiring interns goes back to the guilds of the Middle Ages, when apprenticeships were highly sought after and prestigious.