More companies are turning to boomerang employees, meaning they're hiring former employees to fill much-needed roles. If you know how to recruit and retain Millennials, you can create a boomerang-friendly workplace.
Learn about the differences in recruitment trends for Millennials and Gen Z, including a focus on work-life balance and the ability to make a positive impact.
Learn how to recruit diverse candidates so your organization can begin to create a workplace that embraces diversity, equity, and inclusion.
Used to recruiting older generations? Recruiting Millennials takes new strategies and a whole new mindset.
Struggling to find qualified applicants for your organization? In this post, we’ll discuss best practices for recruiting and sourcing candidates.
Not receiving enough interest in your recruitment ads? It’s high time you refined your strategy to attract the best talent. Find out how in our latest post.
Determine what you need to do to become an employer of choice, from improving your hiring process to sharing compelling stories about your organization.
Feeling burnt out trying to hire in this competitive job market? Find out how to win top talent despite today’s public sector HR challenges.
Finding quality candidates is a hard enough job on its own, but too often, HR professionals and hiring managers make the job even harder by grading applicants and candidates on the wrong things. Making job listing requirements highly specific or strenuous may actually be too prohibitive, discouraging eligible candidates who are more than capable of learning on the job or who have relevant experience that substitutes for a specific degree. On the flip side, using an unstructured interview process is only about 20% successful in predicting the future success of a candidate, according to Harvard Business Review. Then there’s the inevitable presence of unconscious bias, which can lead hiring decision makers to make snap judgments on candidates based on irrelevant information or past experiences, whether positive or negative.
Hiring great talent is part one of HR and the hiring manager’s job when filling vacancies -- the second is ensuring that the onboarding process runs smoothly enough so that they know their role, are integrated into the team, and are familiar with anything they need to know. That goes from the small (“Where’s the bathroom?”) to the large (“How do I navigate this system or technology to get my job done?”). Ensuring the first several weeks and months of a new employee’s role is laid out in depth can be the difference between an employee who is successful or not.