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
In an economy where companies are facing serious talent shortages, workers with disabilities offer a great value proposition.Read More
Thanks to YouTube, Skype and the fact that most employees have a video camera on their smartphone, live and recorded video have become popular tools for HR practitionersRead More
In order to attract more women to the current abundance of IT jobs, companies need to implement innovative policies and programs.Read More
What do we do when experienced employees don't want to mentor fresh blood? Specializing in products for which experienced talent is hard to recruit, my company has to focus a lot on developing new talent and training them on the technical skills to build a critical talent pipeline. Because of the overall economic volatility, the employees feel insecure of losing what they have. We have found out through exit interviews that young talent is leaving us because they receive little help and training from their seniors. We suspect fear of losing their current position is the reason. What do we do?
— No One Cares Here, manufacturing/production, Lahore, India