December 2012 10
According to CareerBuilder’s 2013 Job Forecast, employers may come knocking, solicited or not. Nearly one-in five workers (19 percent) reported they have been approached to work for another company in the last year when they didn’t apply for a position with that organization.
Sales workers were the most likely to report being courted at 33 percent, followed by 31 percent of professional & Business Services workers and 26 percent of Information Technology workers.
Although 2013 is expected to bring more jobs (along with spiked eggnog-fueled versions of Auld Lang Syne and maybe a not-so Rockin’ Eve sans Dick Clark), U.S. employers are playing it cool right now. According to CareerBuilder’s annual hiring forecast, conducted among 2,611 hiring managers and HR professionals and 3,991 workers, more than a quarter — 26 percent — of hiring managers plan to add full-time, permanent employees in the New Year, up three percentage points over 2012.
According to the 2012 Candidate Behavior Study, 35 percent of workers begin preparing for their next job within weeks of starting a new one. Why so soon? The explanation is simple: The job search process never really ‘shuts off’.
The below video shares more learnings from CareerBuilder’s Candidate Behavior Study.
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By Robert Half International
The search for a suitable candidate to fill a vacancy can be challenging. At various stages in the process, companies tend to make critical errors that result in hiring the wrong person. Below are the six most common mistakes hiring managers make, along with ways to avoid or correct them.
1) Using a Job Description That Doesn’t Reflect Reality
Some companies dust off a job description before launching the hiring process only to stumble because their summary no longer reflects the job’s day-to-day responsibilities.
Since the beginning of time (in software years, anyway), the general consensus has been that making a list of needs versus wants is the best way to start a new recruiting software and ATS vendor evaluation process —and I tend to agree.
1) Figure Out What You Want—and What You Need
As your vendor evaluation becomes more time intensive and as new vendors enter the picture, having a basis upon which to eliminate a poor vendor fit is critical.
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