While the search for true human-level computing power is still elusive, the targeted use of artificial intelligence is currently transforming individual lives and entire industries. From intelligent sourcing and automatic ordering optimizing supply chains for manufacturers to AI assistants routing incoming telephone calls and enhancing customer service, the examples are all around us. These specific…read more
Editor’s Note: Women of HR has partnered with Spherion on a series of sponsored posts to bring you highlights and commentary from their 2015 Emerging Workforce Study, which contains a great deal of interesting data and statistics about future trends in the workforce and our workplaces. This is the fourth in that series. Watch for…read more
Editor’s Note: The following is the second installment of a three-part series featuring influential women from Paychex. Part I of the series kicked off on Sept. 22 in conjunction with American Business Women’s Day. Much like many other business functions, the world of talent acquisition is evolving at every stop. Mining for, finding, hiring,…read more
When you hire a veteran you’re not simply doing a good deed, you’re securing a company asset. Many veterans have training and experience that puts them high on the talent scale, even when compared to traditional college or business graduates. Although at first glance it could seem easy to miss the translation of military experience to civilian work, don’t let that fool you.
The stagnant job market hasn’t made it easy for companies to find top candidates for open positions. In reality, it is actually more difficult. For every open position it seems as though hundreds of applications come pouring in, but the applicant pool is often under-qualified. It’s understandable, many people with substantial skill sets are holding on to the job they have while they wait for the economy to stabilize. So, what can an employer do to up their value proposition and opportunity to recruit great talent? There are many ways to increase your chances as a recruiter. In addition to online searches and job postings, here are few tips that may hel
I have been in talent acquisition for almost ten years and have chosen to work in corporate recruiting. I often get asked the question, “When you can earn two to three times what you are earning now, why haven’t you gone out on your own and begun working with many companies instead of working within just one?” The answer is pretty simple. For positions within a services organization where talent is what we are selling to our customers, I just don’t believe in the external recruiting model.
If you’ve got a hiring hole to fill, breathe easy. The good news is there is a workforce out there, willing and able to take on complex tasks quickly and get your business moving. But the go-to techniques that used to work in wooing ace candidates or in narrowing a broad field may not cut the mustard now.
It’s common sense (well it should be anyway!) that job seekers shouldn’t bad mouth former employers on a job interview. However, when you’re looking for a new job, there’s always a good reason for it and you should be honest — in a professional way. Unless the person interviewing you has just fallen off of a turnip truck or is on their first day of the job, they’ll want to know more. It’s best if it comes from you rather than having the interviewer make an incorrect assumption about you or your work.
We’re all aware that social media can play a significant role in the employee hiring process. An HR Representative need only take a brief look at a prospective hire’s Facebook and Twitter pages to see if there are any inappropriate pictures or distasteful language that may indicate a candidate’s lack of good judgment or maturity.
But now, beyond throwing up red flags, social media is an important gauge in determining the best recruit for the job, and the numbers are beginning to back up this trend