“Neurodiversity” is a newer term for what we instinctively sense: We don’t think alike and that’s good. Innovation in today’s Human Capital Management includes understanding neurodiversity in an effort to better engage employees and candidates.

There are a lot of benefits to having a strong company culture. Employees who work well together and feel like a member of a trusted team tend to be more productive and engaged at work. Leadership skills within strong company cultures are more developed than in companies who lack this valuable asset. All of this culminates into better revenue for a business.

To create a great company culture, you need to hire the right people for your team. Somehow, this effort seems to be more easily said than done and hiring mistakes are made frequently. Here are some of the common hiring mistakes to avoid.

Navigating your way through the HR world can be a challenge, especially when you're new to the field. And, like any other job, sometimes you make a few mistakes along the way.

When you're in charge of hiring, a bad hire can do serious damage to your company – and your reputation.

A bad hire can be a big waste of time, money, and resources. It can hurt morale. And it's a poor reflection of the person who hired that employee in the first place.

Human resource managers need to know the signs of a bad hire so they can avoid facing issues down the line.

Keep reading to learn the 7 signs most HR managers miss that can indicate your new hire isn't a good fit.

It’s the end of an interview and the hiring manager asks a candidate the final question, “Do you have any questions for me?”

At this moment, the candidate is granted the opportunity to show their interest by asking questions that directly reflect their knowledge on the organization, position, and industry.

Candidates that fail to prepare a list of questions may respond with a simple, “No, I don’t have any questions” or with irrelevant and inappropriate questions that leave a bad impression with a hiring manager.

Senior Care organizations strive to attract and retain top talent to ensure their residents are always receiving the highest quality of care. However, due to the rising demand of services, increased costs, and high turnover rate, the Senior Care Industry is now facing staffing shortages.

For OJ, and the millions of other ex-felons, transitioning back into society is challenging to say the least. Any hope of building a normal lifestyle often begins with securing a job, but burying a criminal record isn’t easy, even for an ex-felon.

Employers have a difficult time looking past that check box marked “yes” for being convicted of a felony. Although it’s natural to have reservations, hiring an ex-felon might be one of the greatest things an employer can do for their organization and community.

Millennials have been the main focus point for the past few years, but now, there’s a new generation ready to take the spotlight.

Generation Z is comprised of individuals born between 1995 and 2010. This generation accounts for 25.9% of the U.S. population and contributes $44 billion to the American economy.

2017 marked the first full year that Gen Z settled into the workplace. Although there are many similarities between Gen Z and their predecessors, the Millennials, it's critical for leaders to understand the unique characteristics of this generation. 

The globalization of the marketplace has resulted in an extreme escalation of competition and has made talent acquisition the main focal point for most progressive high growth organizations.  

Competition, new technology, and workplace trends are changing the way that we recruit. Here’s a list of the top recruiting trends that you need to be on the lookout for in 2017: