Some 27 percent of firms reported they 'often' find it hard to fill key positions, compared to 23 percent a year ago. Read More
Through the use of recruiting software, organizations help speed the process along. The tools can create a potential pool of talent to keep on hand, winnow down stacks of applicants to find those most qualified, or do pre-screening so recruiters can focus their attention on the most promising candidates.
Of 530 recently surveyed independent consultants, more than 80 percent expressed satisfaction with their employment status, although 27 percent admitted that, given the chance, they would return to a full-time job.
Keeping positions open while employees are on military duty presents a challenge for the managers and peers left behind—a difficulty large corporations often find easier to absorb than smaller employers. But employers that have made a commitment to hiring and retaining military veterans say the payoffs usually outweigh the difficulties.
What are the steps to developing a competency framework for human resources?
—Building a Foundation for Recruiting, HR consultant, financial services, Lagos, Nigeria
I have been told to look for the following traits/competencies when interviewing job applicants:
Which particular questions should we ask?
—Hiring for Attitude, recruitment specialist, Milan, Italy
Amid a volatile market, nonqualified plans continue to be a key element of many companies' overall retirement savings program, and are common among large companies. The programs are popular—on average, nearly two-thirds of eligible employees participate, reports a PSCA/Boston Research Group survey.Read More
In creating one of the first labor supply chains, the oil refining giant has slashed time to fill and cost per hire against a backdrop of explosive growth. In 2002, each hire cost about $12,000. With the labor supply chain in place, the cost per hire dropped to $2,3000 last year.Read More