We are ramping up hiring at multiple plants across the U.S. How could I determine market benchmarks for time to hire, turnover and cost per hire at these individual plants? Should we seek out average figures or are there better metrics we could use to make sure we recruit and hire competitively?
—Market Forecaster, consumer goods manufacturing, Atlanta
FetchFind, a networking service for pet industry employers, hopes to usher the growing field into a new period of technology and professionalism.Read More
Deloitte’s CORE program doesn’t teach military veterans new skills or find them jobs. Instead, it shows them how to use their military skills to compete in the corporate job market.Read More
Sharp Decisions CEO Karen Ross developed the VETS program to prepare military veterans for jobs in the tech industry. But her efforts are not charitable; they’re just good business.Read More
We have some highly qualified candidates who we want to bring on as interns. How can we help them transition into our organization?
— We Might be Hiring
Employers added a seasonally adjusted 248,000 last month and the unemployment rate dropped to its lowest level since July 2008, the government reported on Oct. 3.Read More
A bad hire is extremely costly especially for executives and other high-level professionals, one executive said. It really pays for companies to check references.Read More
Flush with venture capital funding, SmashFly, the online recruitment firm, now must persuade customers that recruiting should be taken on as a marketing effort.Read More
Daryl Bennett to Prosperity Life; Dominique Grau to Agilent Technologies; and Joel Cheesman to EmployeeScreenIQ.Read More
While desktop computers are still the go-to platform for job searches, mobile technology isn’t far behind, according to a recent surveyRead More