Editor’s Note

Chances are that your hiring process is failing you and your workforce before an employee even takes the job! Traditionally, when we talk about an employee’s “first day” we mean when they initially began working for an organization.

5 Reasons Your Hiring Process Is A Complete Failure: How to solve them

Traditionally, when we talk about an employee’s “first day” we mean when they initially began working for an organization. But a better way to think about it might be that a person’s first day with a company comes much sooner than that -- as soon as they interact with your hiring process. The moment a job seeker views your job post, her overall experience, including the information and support she receives, influences how successful she’ll be.

Talent Acquisition Excellence Advertisers: March 2016

EVP Practices - How David Beats Goliath: Is it agility or is it because they have fewer employees?

I just recently completed a great Employment Value Proposition (EVP) benchmarking tool that was published to Brandon Hall Group’s membership center and I was struck by how adept small organizations, less than 1,000 employees, are at implementing practices that improve their EVP. Is this agility out of necessity to be able to compete with larger organizations, or is it because it is just easier to implement those strategies with fewer employees?

Insightful Hiring - Uncovering Right-Fit Candidates: Looking beyond the obvious

A hiring manager posts an opening, describes the ideal candidate, and resumes come flooding in. After doing some interviews, the manager has to decide who the best person is for the job. Research shows that more often than not, managers pick someone whose qualifications most closely match the exact criteria for the job or whose background is similar to theirs. Using this process, frequently poor hires are made, and competent and qualified people don’t get the job – or sometimes even an interview – because they do not fit the preconceived notion of the right fit. This reality presents a great opportunity for companies to reconsider and potentially improve how they view, screen, interview and engage with talent.

End Drama In Your Workplace: It wreaks havoc on productivity, teamwork, and work atmosphere

Sometimes they exhibit drama in your workplace by whining and complaining about their personal, non-work lives. Those same people often exhibit addiction to whining, complaining and moaning about their jobs, coworkers, and your company.

Mobile Recruitment - Don’t Be Left Behind: Organizations need to pay more attention

I do not understand individuals who willingly subject themselves to the training and race requirements of a triathlon. My wife took up the sport within the last few years, and while inspirational, her level of passion for the sport leaves me scratching my head. Now she is not competing in an Ironman (2.4 mile swim, 112 mile bike, 26.2 mile run), but she is regularly involved in Sprint (.47 mile swim, 12 mile bike, 3.1 mile run) and Olympic (.93 mile swim, 25 mile bike, 6.2 mile run) triathlons.

How To Promote Your Employer Brand?: It’s effective if you have a social media video platform

In today’s job market there is significant pressure – and competition – in the race to find the best talent as quickly as possible. With time-to-fill increasing and nearly 80% of companies now reporting a shortage of critical skills in the available labor market, it is crucial that companies find ways to identify and appeal to qualified, tech-savvy applicants.Here are a few thing you need to do:

Recruiting Top Talent From The Class of 2016: Top three ways

As the class of 2016 works through its final semester in college, many students are starting to look towards jump starting a career. Talent managers play a key role in recruiting from this pool; however, their role is as tough as ever, thanks to job growth coupled with an already-low unemployment rate. Below are three ways talent officers can set themselves and their companies apart when trying to attract talent.

Flexible Jobs: How the ‘gig’economy is impacting recruiting

Flexible jobs mean different things to different people, but they can include: working remotely/from home, working non-standard hours, job sharing, contract and freelance work, part-time and temporary jobs, self-employment, and the newly prominent gig jobs. Some of these roles are advertised as such, but others are arranged with an employer when an employee wants to make a change to their more traditional schedule.