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8
Dated: 09-18-2015
The current state of the job market in the United States, even with recent improvements, is extremely competitive. Even with unemployment levels reaching the lowest levels in six years, employment opportunities continue to be pursued with aggressive intensity, and competition among candidates is intense.
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8
Dated: 09-18-2015
The main thing that the best hiring managers look for is culture fit. They’ll check this both through a candidate’s resume and through the interview process.Usually, on the resume, it’s a quick scan to make sure that you fit the job description and a general gut feeling based on what they see.
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8
Dated: 09-18-2015
The first step is to understand that in 95% of cases you have identified a great person who is not overtly looking for a job. They are not necessarily thinking about moving. They are focused on the work they are doing now. Your call has not been invited. You must factor in this critical psychology.
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8
Dated: 09-18-2015
On one side of the coin, this is great for the industry; the more people championing new tools and techniques, the quicker we will up-skill. The flip side is that the value of social recruiting is negatively affected, as shiny new products are promoted as the next must have solution and training is delivered regardless of whether it actually works for the specific audience.
$authorProfileLink
8
Dated: 09-19-2015
Given the advent of applicant tracking systems and human resource management systems in today’s world of human resources, the access to data and metrics for organizations has never been greater. The amount and types of metrics derived from data has increased exponentially over the last decade. These days, many of us find that the problem isn’t so much about getting the data, or metrics based on that data, but figuring out what to do with all that information; and more importantly, getting it into the hands of decision makers in a timely manner.
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