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#TalentAttraction #Tuesday ARE HR DEPARTMENTS EXCITED TO JETTISON RECRUITING TO OPERATIONS?
Across America we are hearing a chorus of WHAAAAT? WHY? Let us look at Human Resource functions from the SHRM website: Behavioral Competencies Benefits California Resources Compensation Diversity & Inclusion Employee Relations Global HR Labor Relations Organizational & Employee Development Talent Acquisition Technology Which of these Human Resource functions are Administrative and/or Compliance functions? All…
Read More#JobSearch #Friday HOW SHOULD COMPANIES MOTIVATE PROFESSIONAL WOMEN TO PROFITABLY RETURN TO THE LABOR FORCE?
For the 100th consecutive week of RecruiterGuy #JobSearch #Friday, I decided to combine both elements of the Career Search – the #TalentAttraction side with the #JobSearch side. This is important this week because both sides of the desk perpetuate the Gender Wage Gap. This is an interesting challenge for organizations. There is a need for…
Read More#TalentAttraction #Tuesday DOES COMPANY CULTURE BENEFIT TALENT ATTRACTION AND ACCEPTANCE OF CANDIDATE OFFERS?
Over the past 40 years of my experience as an expert Professional Recruiter, Company Culture’s impact on Talent Attraction and Candidate Offer Acceptance has changed. My Baby Boomer generation put “our nose to the grindstone” and corporate culture were two words that rarely were together. We. Just. Did. Our. Job. Trust me – I am…
Read More#JobSearch #Friday ACCOMPLISHED OVER 50 PROFESSIONAL? When Is The Time To Begin A Search For A New Career Position?
If you have worked at the same company for 20 or 30 years, it is difficult for you and everyone else with your experience to consider changing companies. However, when the time comes to consider a career change, the universe is telling you to make a change…before it is too late. What Are The Signs…
Read More#TalentAttraction #Tuesday ARE YOU SUCCESSFUL LANDING YOUR TOP CANDIDATES? WOULD YOU LIKE TO IMPROVE YOUR RESULTS?
Last week, we discussed building relationships with candidates before recruiting them. They may be Top Talent who would make positive, measurable impacts for some organization. If the fit for your organization is not a good fit, keep loosely in touch with them for future openings. Why may the fit be a poor fit? Your initial…
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