July 31, 2012
Our human resources department attracts and selects top-notch candidates, sells the company very well and arranges a solid orientation program for newcomers. Yet other departments seem to cause a high rate of turnover soon after the probation period and during the first year.
How do we improve our recruitment process and avoid these setbacks?
—It Hurts When They Leave, human resources manager, services, Alexandria, Egypt
June 21, 2012
Agreements made between companies that restrict competition between their employees may violate antitrust laws.
April 18, 2012
We want to fix our recruiting after some bad hires. How can we measure the effect, in dollars and other costs, of poor hiring decisions?
—Penny-Pinching Recruiter, government, New South Wales, Australia
April 03, 2012
High-profile media outlets are targeted by class-action lawsuits as questions of pay and hours draw attention.
March 13, 2012
Are there industry averages for how many positions a recruiter should fill every month/quarter/year?
—I'm CEO, but I Don't Know, services, Mississauga, Ontario
December 14, 2011
How can I find a standard checklist or procedure for upper management to
use to communicate recruiting needs? Currently we are not being informed
until long after the employee is to be terminated, allowing little time
for quality replacements.
—Kept in the Dark, human resources director, hospitality, Prairie
September 07, 2011
I want to revise the goals for our small team of recruiters. We don't do a lot of hiring, but when we do, we are very selective. How then should we be setting these new goals: based on quality of fill, time to hire or other metrics?
July 23, 2009
As future trends quickly become today's best practices (or yesterday's news), the following three areas carry the biggest pain points: technology, social recruiting and a changing workforce.