Searching for qualified candidates locally and across the nation to join your team? Tucson.com Classified online and CareerBuilder can give you the recruitment advertising solutions you need to find the perfect match!
A recent CareerBuilder survey shows 3 in 5 employers support a minimum wage increase. Employers were also asked why they supported or opposed a minimum wage increase. To what extent does the academic literature in economics support their arguments?
How can you provide a hiring experience that candidates love? How can you get your executives to care about your company’s candidate experience? How can you personalize the experience candidates have with you? What’s the ideal way to measure the success of your candidate experience? If questions like these keep you up at night, take some ZzzQuil you’ll be excited to know many of your peers and experts have similar questions — and we want to connect you with them to get some answers.
“People will forget what you said, people will forget what you did, but people will never forget how you made them feel,” Maya Angelou famously said. The late poet could easily have been talking about the staffing industry, where the ability to provide unforgettable experiences sets firms apart from their competitors.
CareerBuilder studied the 2014 list of Inc. 5000 companies and their current recruitment strategies, and found that nearly 2 in 5 (39 percent) of them do not have a career site. What’s even more surprising is that 40 percent made it difficult to find any information regarding career opportunities. However, the companies whose information was easy to find did have one thing in common that stood out: 96 percent had a dedicated page to their career site.
Are middle-skill jobs part of your workforce equation? The term "middle-skill jobs" may have somewhat of a stigma associated with it, and we can start changing such perceptions by embracing these jobs of tomorrow and using data to start preparing for the demand sooner rather than later.
I am known in my industry as the one person who doesn’t buy into the concept of the candidate experience. The concept is huge with the corporate HR types, which makes it huge with HR consultants who sell to the corporate HR types. I think it is a modern-day equivalent to snake oil -- and talent advisors are buying it by the case.