Editor’s Note

In the coming year too finding the right talent isn't going to be easy - the market will continue to favor job seekers. Big data and predictive analytics will continue to change how businesses look, find and retain top talent. The debate over what category of workers - contract or permanent – will be beneficial and how to go about with them will continue to be a daunting experience to most businesses. Artificial intelligence will play a huge role in how you find your future talent, and concepts such as recruitment marketing will generate increased interest in the coming year too.

Toss The Conventional Hiring Process To Find Your Cultural Fits: Developing a different way to hire

If you request a resume and cover letter, like most companies, you will attract the same crowd. And, you won’t notice the differences between candidates because the conventional application blurs rather than highlights unique traits. It’s like asking 100 people to dance the “Macarena” and trying to pick the best dancer that way. No one looks that great dancing the Macarena.

Talent Acquisition Excellence December 2017 Advertisers

A Behavioural Approach To Improving Hiring Decisions: A whole new approach to successful hiring

Just key-in a search phrase “how to crack an interview” and you will get more than 22 million results providing you with a solution. Go to any B-school or an engineering college and they have special lectures on how to prepare for your job interview. The reality is that most interviewees prep much more than an interviewer and anticipate most common questions asked during an interview.

Curiosity– Critical To A Successful HR Strategy: Curiosity + Creativity = Innovation

Curiosity has an increasingly important role in business success. And HR is under more pressure than ever to recruit for and create a team, or better yet an organization, of high performing teams capable of adapting to the rapidly changing world around them. Why then are most HR professionals struggling? Because they don't realize, to be successful today, they need to recruit for and nurture curiosity.

Breaking A Candidate’s Non-Compete Agreement: What’s the course of action?

What is a Non-Compete Agreement? A non-compete agreement is a legal document that an employer and employee agree to. The agreement is intended to prevent employees from leaving their employer to work for a competitor. Non-competes help employers ensure that their information, clients, and trade secrets stay with their company.

The Recruiting Data Goldmine Your ATS Is Hiding: An applicant isn’t just an applicant

As I mentioned in this article on the critical limitations of the ATS, these systems have an inherent flaw: none of their analytics are built using data from the full employee lifecycle, which prevents recruiters from readily accessing information on hire performance and progress, and hinders them from consistently making quality hires.

6 Ways To Catch Resume Lies: Tips to spot dishonest candidates

Whether an innocent exaggeration or a serious lie, many candidates think it’s OK to pad their resumes in hopes of getting hired.A recent survey from CareerBuilder shows that even in today’s job market that favors job seekers, three in four HR managers report having caught a lie on a resume.

3 Ways Micro Apps Help Employees Get Up-To-Speed During First Week

It can be an overwhelming process, but one that companies must get right, especially when 46 percent of new hires fail within 18 months. But according to a study by the Wynhurst Group, when employees experience a structured onboarding, they are 58 percent more likely to stay with organization after three years. Therefore, ensuring that the onboarding process is as smooth and educative as possible will ultimately benefit both the employee and the company.

4 Ways Staffing Firms Can Help The American Economy Recover!

Just take the example of a prosperous technology company with a robust workforce of 500. During recession the company had to shed majority of its workforce, firing 300 people in a flash. Now as the economy heals, the company has a big question…do we hire 300 permanent people again? What if the economy collapses again? Why don’t we see the situation first by hiring temporary workers.