It’s nearly 10 times more difficult to get hired at Google than to be accepted into Harvard, according to a recent Forbes article. In fact, more than two million people apply for coveted positions at Google every year, and only the elite few make the cut.
If you think bias no longer exists in the workplace, think again: nearly 90,000 private-sector discrimination charges were reported to the U.S. Equal Employment Opportunity Commission in fiscal year 2014 alone.
The typical job description for a recruiter includes evaluating candidates, building applicant sources, arranging interviews, managing employee relocations, and many other tasks and responsibilities.
If you still think of Facebook and Twitter as purely the domain of humble brags and dinner pics, it’s time to rethink your HR strategy. Here are five ways you can improve your talent acquisition outcomes through social media.
Nearly 430,000 resumes are posted on Monster.com every week with an average of 250 resumes received for every corporate opening. With so many resumes saturating the job market, it’s not exactly surprising that hiring managers know what they’re looking for: job titles, work history, and education. But these factors don’t always deliver the full picture. Read on to learn three resume tricks used by candidates to make a more favorable — and sometimes inauthentic — impression.
In a perfect world, your employees would all enjoy each others’ company and naturally come together to work as a cohesive team.
While identifying candidates with the right mix of technical — or “hard” — skills is undeniably important, it’s equally essential for recruiters to suss out desirable interpersonal — or “soft” — skills.
Post excerpt: Are your talent acquisition strategies misconceived? Read on to find out!
Post excerpt: You need a strategic recruitment plan. We can help.