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Finding the right candidate for a role can be time-consuming, and sometimes it simply takes too long. You need someone to fill the position now rather than later. Otherwise, you risk hampering productivity so severely that the whole team can take a hit.
Full-cycle recruiting is a comprehensive approach that involves a single recruiter managing every step of the hiring process. From initial job requisition and sourcing candidates to conducting interviews and extending job offers, a full-cycle method ensures consistency and accountability throughout the hiring process.
As the Baby Boomers and Gen X’ers get closer and closer to retirement, the spotlight has begun to shine on the younger generations, who are quickly paving a path all their own. Millennials and Gen Z collectively make up more than 40% of the US population and are slowly but surely taking over the reins of the workforce.
A peer interview is a good tool to assess your candidate. These can be conducted formally or informally and indicate whether or not the new candidate will fit into your already established team.
If you’re starting the recruitment process, you may be required to perform a Level 2 background check on any potential employee. However, many recruiters are unaware of the different levels of background checks, much less what’s involved when they’re performed.
Anyone who has ever been a part of a company or organization has probably had some contact with people from the human resources department. HR is something of a black box to people who don’t work directly in the field; many would be surprised to find out just how much this department does.
As Gen Zers begin to make their way into the workforce, it can be challenging to understand this new generation, and recruiters can often struggle to enlist Gen Z applicants.
When a new position opens up, hundreds of people will apply for the coveted spot. Hours can fly by while recruiting, just sorting resumes into piles of “no,” “yes,” and “maybe”.
Employees come and go, and there are various ways you can find a suitable person to fill a vacancy. External hiring, advertising, head-hunting – the list is long – but some companies don’t realize what might have been staring them in the face all along.
Quiet quitting is the new buzzword that has been all over the news and social media. It carries a connotation of laziness and follows the notion that “no one wants to work anymore.”
You probably don’t often think about the phrases “job security” or “job stability,” but the concepts can be at the forefront of many people’s minds. Most workers depend on income earned from their jobs, and no one wants to feel like that may be in jeopardy.
The people you have on your team can make or break the performance outcomes of your business. Even as commerce shifts further toward automation, people are still profoundly relevant to the work we do in this tech-driven world.
Every small business comes to a point when they can’t maintain their growth unless they bring in some new talent. This step can be difficult for small business owners, because it requires relinquishing some delicate responsibilities into unknown hands.
The Genetic Information Nondiscrimination Act of 2008, also known as GINA, is a federal statute that prevents employers and health insurance companies from discriminating against someone on the basis of their genetic information.
