Today’s workplace, especially in light of the COVID-19 pandemic, is an increasingly digitally-dependent one. With a younger, more tech-savvy generation entering the workforce, companies are being pushed into digitizing the employee experience: starting first and foremost with how they recruit talent. The days of using cold calls, classifieds, and sifting through piles of resumes to acquire talent are long past — today, technology is changing the talent acquisition landscape. So what does technology-driven talent acquisition look like?
Putting together a resume isn't always easy. There are a lot of factors to consider: modern trends, showcasing your skills in the best light, including everything that needs to be included, and so on. These factors spark a significant amount of debate about best practices.
- When a person cuts off all communication with their friends or the person they're dating, with zero warning or notice before hand. You'll mostly see them avoiding friend's phone calls, social media, and avoiding them in public.
Ghosting has gone well beyond bad first tinder dates and has made its way into the workplace- and it’s on the rise. This year, the number of candidates and employees ghosting employers has increased by 10%. Pretty spooky, right?
Opinions and sentiments of the mass media and the general public about millennials are for some reason highly polarized.
Even when you try to google them, you’ll get a wide range of suggestions, starting from “millennials are lazy, narcissistic, broke, or even the worst” all the way to “millennials are hard working.”
You’re probably scratching your head worrying over the fact that you’ll have to hire those notorious job hoppers whose turnover costs the U.S. economy $30.5 billion annually.
The truth is that Generation Y has been much-maligned based on a number of generalizations and stereotypes.
PeopleGuru is excited to announce that we have officially become an alliance and integration partner with eQuest, the world’s largest job posting distribution company.
“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.