Job seekers are so curious. They love to complain about recruiters, but they never return our calls. In the war for talent, talent advisors are relentlessly pursuing candidates. When does it makes sense to chase someone? When do you let it go? Here are some thoughts from our resident talent advisors.
If you’re like many health care employers, you’re under increased pressure to hire more efficiently, with less resources to get the job done. Yet at the same time, you’re facing an uphill battle to find qualified talent to fill your open positions. How do you meet your talent acquisition needs, while also giving candidates what they want – and expect – out of a recruitment experience?
According to CareerBuilder’s annual summer forecast, 53 percent of employers offering summer jobs have roles that pay $15 or more per hour on average.
Last month, I bought three pairs of awesomely impractical shoes. Then I came home and found myself mindlessly surfing the Web and checking out a popular shoe site to see if there was anything else that might catch my interest.
Of course, I didn’t need any more shoes. The latest additions to my collection had just been carefully placed in their new home in my closet — not yet worn.
We've talked before about how devastating ignoring candidates can be to your business — and guess what? The rules haven't changed. If anything, it's all the more vital that you as an employer learn how to communicate with the people who want to work for you, according to a new CareerBuilder study on candidate behavior.
If you’re planning on hiring seasonal employees this summer, get ready for some increased competition for talent.
CareerBuilder’s summer hiring forecast shows that the number of employers looking for summer workers is continuing it’s post-recession climb, with 36 percent of employers planning to hire summer workers this year, up from 30 percent last year, and an average of 21 percent between 2008 and 2011.
Staffing technology software systems were meant to streamline the staffing process, but users can tell you they’re not always helpful, modern or even useable. Some “solutions” are so outdated they can’t keep pace with mobile-user talent, while other systems are set up through multiple vendors and a tech problem can mean a string of phone calls and follow-ups before you’re back up and running.
After the recession, employers held a lot of power in the jobs market. Today, that power has shifted. The competition for talented candidates has spiked and job seekers know it. In order to attract and recruit the best workers with the skills your company needs, you need a deeper understanding of candidates’ expectations and their experiences.
Our friendly team of talent advisors — Laurie Ruettimann, Jennifer McClure, Tim Sackett, Steve Browne, Neil Morrison, and special guest Rosemary Haefner — got together to discuss candidate experience in our monthly Talent Advisor Twitter video chat.
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