Generational Hiring 64
With four and soon-to-be five generations in the workforce, the needs, wants and proclivities of this key source of competitive advantage change on a daily basis. How can talent advisors help the CEO and other execs grapple with the differing needs of these constituencies while remaining focused on achieving business objectives?
We asked 8 hospital leaders about a problem each of them found challenging about managing a multigenerational staff, and the strategy used to solve it. Here are the 8 challenges -- and solutions -- from the hospital frontlines.
Ever since workplaces and human resources departments have existed, there have been people from different generations on the job. Let me tell you a story about college, and The Beatles -- and about talent advisors being the player that brings generations together.
Generational diversity is everywhere. While it's true that different generations have different needs, it's also true that making assumptions in human resources is a dangerous game to play. We should be very careful when we discuss the age-related characteristics and attributes of our workforce. We ask leaders to use facts and data to reach evidence-based decisions that impact organizational strategies -- and as talent advisors, we need to do the same.
A new Careerbuilder survey indicates that though the majority of Class of 2014 college graduates are currently working, 51 percent of that group are in jobs that don’t require a degree. What does this mean for the career trajectory of this group, and what other trends are we seeing? Let's take a closer look at what else is in store for the Class of 2014 -- and what that might mean for your business.
Hospital leaders have recognized for some time that they need to rethink how they populate their boards. it's critical that today's boards include people who are expert in specific areas, such as finance, law, mergers and acquisitions, and the like. It's also critical that board members speak up and challenge conventional thinking.
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