Twitter @recruitingtrend
LinkedIn Group
Facebook Group
PHILADELPHIA, PA, October 25, 2011 – Despite workplace pressures and slow growth for compensation, greater opportunity for advancement is the number one priority sought by employees in their next position, according to a survey by Right Management, the talent and career management experts within ManpowerGroup.
Alexandria, Va. – Oct. 6, 2011 – Hiring during October 2011 will be at a near standstill compared to a year ago as recruiting difficulty rises and compensation inches up, according to a monthly survey of HR professionals at more than 1,000 companies across the U.S.
The snapshot of national hiring trends is featured in the Society for Human Resource Management’s (SHRM) Leading Indicators of National Employment® (LINE®) Report. LINE is the only national employment index capturing HR professionals’ month-ahead hiring expectations.
No general would ever go into battle without a battle plan. In fact, much planning goes into developing battle strategies, which prepare troops to respond tactically to the opposing army’s reactions. These strategies and tactics ensure that the general’s troops go into battle fully prepared and give them the best chance for success. The same is true in the hiring process.
Whether you are the hiring manager or the human resources manager you need to organize, communicate, and prepare your hiring team with strategies and tactics that ensure the best hire possible for your organization. If your hiring team is on time, fully prepared, and welcoming during the interview, with clear…
Since the mid-1990’s, the business world has become much more global. Companies are opening offices and manufacturing plants in Europe, Asia, Africa and South America. Hiring employees who come from these areas who understand culture can only benefit company profits. But many are still anxious about hiring those who are from other countries or those who may have travelled or worked in other countries.
You’ve heard the horror stories of bad hires, but do you know the monetary consequences of hiring the wrong people for key positions within a company? According to a survey conducted in 2006 by career-consulting firm Right Management, the cost of hiring an employee who is not qualified to do their job can cost a company two and a half times their annual salary. If your company experienced two or three bad hires each year, the costs would be overwhelming.
Shrinking and frozen compensation budgets haven’t stopped nonprofit organizations from employing innovative tactics to keep their employees happy, recent research finds…
According the latest survey into the matter, hiring of recent college graduates is projected to rebound by more than 10 percentage points in 2011, and their starting salaries have apparently stabilized. Notably, however, those starting salaries are down, slightly, year-over-year…
A high percentage of unemployed professionals means recruiters are inundated with the requests of job seekers who span a broad spectrum of capabilities (e.g. from the highly qualified, to the not-so-qualified) whenever a job posting goes online. Sifting through all that information, even with technology, can be a challenge.
Quality of hire is a topic of keen interest to recruiters and talent acquisition professionals and in June of 2010, APQC interviewed Yves Lermusi, CEO of Checkster, to ask him how he, and some of the organizations he works with, define and measure quality of hire. These days Yves spends most of his time consulting and analyzing the cost and effect of quality of hire.
There are three simple reasons interviews suck, and it doesn’t matter if you are the recruiter, the recruitee, or someone else who’s been sucked into the process.