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8
Dated: 07-20-2016
Recruiters usually have the candidate’s resume. They ask a few behavioral interview questions like “Tell me about a time when you had to …” and then sit down and ask themselves an interesting question. How does one feel about this candidate?
$authorProfileLink
8
Dated: 07-17-2016
The reason we consistently make bad hiring decisions is actually quite simple: we rarely have the information we need to make an informed decision. We have the candidate’s resume… we ask a few behavioral interview questions like “Tell me about a time when you had to …” and then we sit down and ask ourselves an interesting question. How do I feel about this candidate?
$authorProfileLink
8
Dated: 07-17-2016
$authorProfileLink
8
Dated: 07-17-2016
Twenty years ago when I started in recruiting, I was quickly educated on the math and science of recruiting. Although we are largely dealing with people who are unique individuals, when you step back and look at things from a “macro – level”, statistics and metrics certainly apply. Overtime, you gain a better understanding of how many people you need to call to result in a phone interview, how many submittals you need to result in an interview, and how many interviews need to take place to ultimately result in a hire.
$authorProfileLink
8
Dated: 07-17-2016
There is a lot of crossover between the revenue these companies are after and the services offered by job boards, convoluting the talent acquisition tech market, but opening up increasingly unique recruitment opportunities. Understanding the differences between Social Network and Social Search companies and the companies driving change in those segments is the first step in optimizing a social recruitment strategy.
$authorProfileLink
8
Dated: 07-17-2016
The world’s innovators are calling for reinvention and transformation of HR departments. Given that the majority of hiring responsibilities fall within HR and it is — in most cases — the entry into companies, reinventing HR must start with transforming the way leaders think about and behave about hiring.
$authorProfileLink
8
Dated: 07-20-2016
Unfortunately, this scenario is all too common for human resource professionals, who are often tasked with building a high-performing workforce using outdated information and a tired hiring process. Good hires are seen as evidence the process is working – even if that’s not so – while bad hires are blamed on candidates that didn’t deliver as promised.
$authorProfileLink
8
Dated: 07-17-2016
Field service onboarding is a critical function, but it presents a significant challenge to HR professionals, who must work within budget constraints to provide employees in the field with the training they need to hit the ground running. For companies with a geographically dispersed workforce, the cost to bring new hires to a central location for training can be prohibitive.
$authorProfileLink
8
Dated: 07-17-2016
If I were to walk into your office and ask to meet someone who truly embodied your company’s values, who would you point to? Would you direct me to an offsite manager? Would you point me to the HR office? Probably not.
$authorProfileLink
8
Dated: 07-17-2016
With both sides of the interviewing table ready and willing, you would assume hiring managers are meeting with candidates all the time. Yet recruiters are unable to find the qualified professionals they’re looking for. As the numbers suggest, a better sourcing strategy is more important now than ever and with technology continuously providing more ways to do it, there is no reason we shouldn’t be able to adapt.
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