There’s growing frustration over prospective hires’ professionalism, honesty and compensation demands; managers also see a ‘deficient passion for the industry.’Read More
Performing an Internet search on a job applicant is akin to interviewing them, according to a lawyer who spoke at a session on social media at the annual Risk & Insurance Management Society Inc. conference in Vancouver.Read More
Experts contend that employers increasingly discriminate against jobless Americans in hiring decisions, and such practices could violate equal opportunity laws.Read More
The philosophy of corporate culture as a source of competitive advantage—along with a defined mission and adherence to values—has existed for several decades. Yet many companies have struggled to implement these concepts and create mission statements or value propositions to just hang on a wall.Read More
B&W Pantex recruiters had to convince candidates that there is a bright future in the rather unglamorous field of nuclear weapons storage, and that living in the dusty, remote panhandle of Texas is a destination rather than a career stopover.Read More
What are the key questions to ask in an exit interview? And once we gather this input, what should we do with it? Lastly, is there a way to use this information to track trends?Read More
How can our public-sector organization help its non-HR managers improve their hiring skills? They are often asked to handle personnel-related issues, such as determining whether candidates have the competencies necessary to perform the job. However, most have little (if any) formal training on how to do this. And our organization does not have a centralized approach or expertise in delivering this type of training.
Exit interviews can and should be used to remind employees of their ongoing obligations related to the protection of the employer’s confidential information, and to attempt to determine whether the employee will abide by those obligations.Read More
Recruiters at our company have a tough time closing deals. They gather specifications, source qualified candidates, screen and interview candidates and compile 'short lists'--and then they wait to hear back. Trouble is, I think our recruiters either a) have poor communication skills or b) aren't doing their jobs efficiently. How do I identify and plug the gap? What training modules might exist for enhancing their skills?