If a minority-owned staffing firm partners with a non-minority-owned staffing firm, what’s the best way to do it? What are some tips, tools and techniques that can help ensure that the partnership is successful?
We are currently looking at how we approach our campus recruiting program and hope to find creative ways to improve it through benchmarking with others. What are some “best in class” corporate practices in campus recruiting?
Experts agree that the EEOC and the federal courts will soon require the evidence-based screening and hiring policies. Hiring bars for people with criminal records must be grounded in substantive research on the actual risk of recidivism.
Employers will soon be asked to provide empirical evidence for screening and hiring practices based on assumptions about workplace criminality—but they’ll be hard-pressed to find it.
A client has the best chance of landing and retaining a candidate when the details are discussed orally and agreed upon before anything is put in writing. At that point, the written offer merely becomes a confirmation letter.
Small and midsize companies are grabbing high-caliber executives cut loose by big companies due to the recession. But fitting those big fish into a smaller pond takes planning.
The consensus is that things can’t get any worse in 2010; they can only get better. The economy won’t completely recover this year, but most staffing executives expect it to improve and are starting to see some light at the end of the tunnel.
The news ends months of speculation about the future of HotJobs and strengthens Monster’s hand at a time when job boards have been fending off new forms of competition including recruitment techniques that tap social networking.
James Gorman’s remarks, and Morgan Stanley’s report of lower broker turnover, came on the same day that Bank of America revealed that headcount in its 15,000-broker Merrill Lynch Global Wealth Management group also stabilized.
I am looking for inexpensive ways to find new talent. We do not have accounts with major job boards, and in the past have spent enormous sums on print advertising and the use of agencies, with minimal success. My main focus is finding registered nurses who are looking to take their careers in another direction, out of patient care. I have gone to nursing schools and posted jobs, but have had no luck. That is probably because we are looking for experienced nurses. I need some creative recruiting ideas to present to our management. Although we are in a hiring freeze, I want to be ready to hit the ground running once we begin hiring again.