How do we tie recruiting to fill new positions to development of a comprehensive succession strategy? People tend to talk about succession as a separate event from recruiting, but isn't there a connection between the two? We aren't far enough along on succession and the question has arisen in the context of our ongoing internal discussions.
—We Have Needs, services/software, Amherst, Massachusetts
Recruitment process outsourcing has gained strategic importance in the workforce management process.Read More
More than 40 years since ‘What Color Is Your Parachute?’ first printed, Richard Bolles’ book is still considered a definitive manual on career change.Read More
Anthony Marino to Guardian Life; Joseph Fournier to University of Michigan Health System; Ian Ormesher to Mead Johnson.Read More
Although marijuana sales are still illegal in many states, by 2020 legal marijuana is projected to become a $35 billion industry, which means big business and plenty of jobs to fill.Read More
Amy Schabacker Dufrane to HRCI; Tom Osgood to K. Russo Consulting Inc.; Phillip Anthony Gornail to Cardiff Group.Read More
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