In today’s easily hacked and vulnerable online world, it is far too easy to become a victim of others. Your company’s reputation and viability may be at stake in the so-called “post-truth” world, as we are all now too familiar with alternative facts, bots, fake news, trolling and just plain lies. So what is your
Job applicants are in a unique position in today’s employment market. With so many job openings available, applicants are weighing the opportunity cost versus the time spent chasing a job opening. If an application experience is too cumbersome or time-consuming, candidates can quickly opt to put applying for that position on the back burner. The
Talented people are bombarded with opportunities. So many that yours could easily be lost in the crowd. There’s a simple way to make your opportunities stand out: Package your jobs and assignments as if you’re marketing a product. I was reminded of this method when I was in the tea aisle of Whole Foods Market.
Good news – and challenging news – for managers: The war for talent has intensified – and the battleground shifted. The good news: the spoils in this new talent war are enormous. Per McKinsey, high performers are an incredible 800 percent more productive in a business’s most complex tasks. And it’s easier to
With an ever-increasing demand for skilled labor in America, to the tune of 7 million open jobs, it is evident we lack the talent supply to meet current hiring needs across most sectors. In fact, I have spent the past 25 years working in the employment industry and I cannot recall a time when there
As younger workers, it’s not surprising that Millennial nurses (ages 20-37) are more likely to seek upward career mobility through education and job changes than their older peers. After all, older nurses have more experience and are often already well-established in their careers. But what is unique about these younger nurses is their higher expectations
This month, I am going to address some of the burning questions we have received from recruiting professionals who reached out to me for some insight after reading my last couple of articles (here and here). One question has to do with the concepts of continuous versus need-based recruiting. Another topic I’ll address is campus