Last week, we went to recruitDC to learn more tricks and trends of recruiting and talent acquisition. This was a sold out event with more attendees than ever before. For people who are wondering if recruiting is dead … no it’s not!
Here are some key takeaways from the recuitDC event:
You would think that “recruiting” would be easily defined, but there is dissention among professionals on what recruiting is. The morning keynote, Perri Chase, says recruiting is NOT sales & marketing, but a partnership that involves both sides (employer and candidate). Click here to read more.
While we all have a different idea of who the “best” candidate for our positions is, the path to locating him or her is remarkably similar across all industries. If your recruiting efforts have left you feeling like you’re in search of a unicorn, make use of these tips to ease your search.
For some, this is a very tricky task. There’s often the temptation to overload a description with wants, rather than needs, or to leave it too vague, in the hopes that more people will respond. Click here to read more.
As HR professionals, we’re always looking for the right candidates and keeping tabs on who might be a good fit for upcoming positions. This simple technique makes recruiting much easier, but there are lots more ways to use networking to help you stay ahead of the hiring game. Here’s a quick look at four things you should be doing now.
We’re all on social media by now- so much that companies like Facebook have changed up algorithms and people only see a fraction of activity on their walls. Click here to read more.
We’ve been talking a lot about workplace diversity lately and exploring why it’s important as well as how to create an inclusive environment. It’s something we’re very passionate about and have seen the benefits of diverse environments time and time again. If you haven’t seen our previous blogs, be sure to check them out. This time around, we’re focusing on showing you a bit about how to create your own diversity toolkit, so your company gets the edge it needs. Click here to read more.
April 29 marks President Trump’s 100th day in office, and the media has not been shy to scrutinize his time, as well as his output. Moreover, just as we review our employees after a certain amount of time on the job, Trump is getting his first job review, too.
According to a recent poll, almost three-fourths of the population isn’t thrilled with Trump’s progress so far. A total of 45% of people think he’s done a “poor” job, while about 19% say “fair. Click here to read more.
In the business world, we want the best of the best on our teams. No matter what niche or industry you serve, the goal is always to find the brightest, most-educated, well-rounded individual you can who fits within your hiring budget. If you’ve read our prior blogs or have a strong background in HR, you may try to cultivate a diverse team as well. Perhaps you change up your hiring strategy or make sure you’re pulling new employees from different demographic backgrounds whenever possible. This is what HR professionals do, like clockwork. Click here to read more.
As HR professionals, creating a workplace culture that centers on inclusion of all types is imperative, whether that refers to race, religion, gender, or any other protected group. This isn’t simply to protect our companies from lawsuits, although it certainly helps in this respect, but rather, time and time again, studies have shown that employers that make diversity a priority are simply better. Their employees are happier. They have better profit margins. They connect with their customers more. Even still, America is not doing particularly well when creating environments that welcome people of any religion, according to data from the EEOC. Click here to read more.
Just over a decade ago, the Clinton administration announced its “Don’t Ask, Don’t Tell” policy. The aim of it was to prevent LGBT discrimination in the military, but the policy was poorly designed and didn’t change the culture in the military. In fact, it made it seem as if being part of the LGBT community was something to be ashamed about. People were told they couldn’t talk about their own lives and their family. The United States has come a long way since then. Partners have access to healthcare, many insurance companies are including gender reassignment coverage, and Americans very loudly demanded equal marriage rights. Click here to read more.
Depending on the size of your organization, holiday scheduling can be a bit of a nightmare. As the weather warms up, more requests are sure to follow, but how do you decided who gets to use their time off and who doesn’t? Hopefully, you’ll put some serious consideration into approving them all, and here’s why…
While you may not know the reason why every employee is requesting time away, it’s worthwhile for you to find out. In most cases, you’re legally required to provide religious accommodations for your employees. Click here to read more.
When searching for a job, a company that recognizes the benefits of diversity and inclusion should be on the top of your list. Look for a place where diversity is encouraged and a person’s values are respected. A place where older workers understand the needs of their younger counterparts, and managers give people of all ages the flexibilities of personal life.
An obvious sign of diversity is a company that has a diverse workplace. Many organizations talk about inclusion and boast about diverse celebrations, however when you look closely its people they are not diverse at all. Click here to read more.