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Back in the “old days,” (before advancements in technology) new employee onboarding used to be a one-size-fits-all affair. Over the past few years, organizations have begun to realize the importance of a holistic approach wielding cutting-edge, technology-based eLearning materials to ease the orientation process and set up new team members for later success.
A recent study found that government employers aren’t embracing digital recruiting methods, pitting them against their private sector counterparts in the war for talent.
In part one, we introduced the idea of using predictive analytics in recruiting. Let’s take a look at some of the ways to do exactly that.
Here are some more of the basics regarding what you need to know when creating a virtual training course, even if you have minimal technical skills, continued from yesterday’s post.
Did you know that by 2015, less than half of all learning was instructor-led in a classroom without a virtual learning component? So, like it or not, training is moving in a more virtual direction.
Wouldn’t it be nice to have some way to assess the likelihood that a given candidate will stay with the organization long term—or to have at least a way to predict which candidate is more likely to succeed in your organization if more than one seems qualified for a given role?
Competition for talent is fierce, and the pool for top candidates is seemingly small. That means finding, recruiting, and retaining talented employees is more challenging than ever before.
Although 70% of Americans don’t think that robots will necessarily overtake their jobs in coming years, an overwhelming number of Americans are worried that other automated technologies and innovations will, according to a Pew Research survey.
In yesterday’s post, we uncovered the three “do’s” when using a recruiter to find top talent. Today we’ll focus on a few things you’ll want to avoid when using recruiters to scout top talent for your organization.
While low unemployment numbers represents great news for job applicants, it creates a challenging scenario for many employers struggling to fill key positions with qualified candidates. While employers spent years awash with desperate applicants, many may now be wishing they could only be reconnected with some of the potential hires they turned away not that […]