The declining number of teenage job seekers presents a super-size challenge for McDonald’s, where 40 percent of the top 50 managers—including CEO James Skinner—worked their way up from the cash register or fry vat, and which more than ever needs qualified workers to keep service from bogging down in an era of computerized cash registers and electronic ovens.Read More
The financial crisis isn’t just sapping banks’ balance sheets. It’s also undermining finance workers’ confidence.Read More
News organizations are reporting that the Yahoo-owned job board is up for sale. Yahoo won’t comment, but the company’s CEO said last month that HotJobs is an asset that is ‘up for examination.’Read More
Under the regulation, companies would have to clear up ‘no-match’ discrepancies within 93 days or fire employees in question. A no-match letter could serve as evidence that a company violated immigration law.Read More
Despite market conditions, Merrill Lynch and Goldman Sachs are introducing new programs to recruit women who have left the workforce for extended periods.Read More
We want to figure out the return on investment of our job postings, with the aim of cutting our recruitment costs. How do we go about trying to calculate this?
We have several entry-level job openings for administrative and medical assistants. The problem we face is getting qualified candidates to apply. We have tried posting on a local online job bank, as well as our own Web site, and even interviewed people referred to us by local community colleges and associate-degree programs. In six months, we’ve had fewer than 25 applicants, only five of whom were qualified enough to grant an interview. It doesn’t seem that such positions should warrant the expense of a recruiter. How can we publicize our job openings or recruit candidates in a cost-effective way?
How can we develop diverse applicant pools for recruiting registered nurses? Advertising in minority journals is too costly. What are other nurse recruiters doing to find minority applicants?
I want to revise the goals for our small team of recruiters. We don't do a lot of hiring, but when we do, we are very selective. How then should we be setting these new goals: based on quality of fill, time to hire or other metrics?Read More
How do we promote our company as an employer of choice to our employees? We are trying to develop an internal communications and are searching for a solid strategy.