Successful resume screening saves HR teams valuable time and resources. With a clear understanding of what makes a good or bad fit, you increase your chances of bringing in high caliber candidates.
While it’s exciting to receive a vast pool of applications, it can also be daunting. These seven tips will help you efficiently and effectively screen resumes to make sure you hire the right person for the role.
When it comes to building a great team, finding top talent is only half the battle. Retaining that talent, whether it’s your entry-level employees or senior management, is extremely important, as high employee turnover is costly and disruptive to other team members. In addition to offering competitive pay and a great culture, making your employees feel valued in the workplace is an important part of retention. However, it can be easy to overlook this for your entry-level employees.
mailto:firstname.lastname@example.orgThe modern workplace moves in mysterious ways. That’s what our monthly Ask HR mailbag series is all about. Over the past few weeks, we’ve collected your anonymous HR, payroll, and benefits head-scratchers. And as always, you delivered. We received dozens of questions on a wide range of issues, ranging from recruiting compliance to office hygiene.
We all know that bringing all-star talent through the door is hard enough. Even more challenging? Maintaining a pulse on who’s engaged and who might be looking for greener pastures.
Don’t get caught off guard. Thankfully for HR teams, there are a few telltale warning signs that your top employees are looking for a new job. Once you spot these, it’s time to act fast. Below, we’ll dive into the warning signs and what your team can do to retain employees before it’s too late.
Picture this: You’re a recruiter running an initial screen, starting with a pile of artificial intelligence-approved resumes. You subsequently go through the options presented, finally identifying a candidate who you think could nail the job.
The problem? She’s a career changer.
The hiring landscape is constantly changing. As such, organizations are under a lot of pressure to source the best candidates, fast. At the same time, the introduction of new HR technologies is forcing hiring professionals to consider what the most effective ways of finding, screening, and securing top talent really are.
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It’s no secret that employees use social media during the workday. What might be surprising is just how much it’s used.
With the race to attract and retain employees as competitive as ever, companies have learned that great talent knows no borders.
We've all heard about HR and payroll's busiest time of year. Between Form W-2 filing and other compliance to-dos, that honor goes to year end. But what about your recruiting team?
Anecdotally, January has always been considered "open season" for recruiters. With companywide budgets and goals finalized, hiring managers are eager to get rolling and increase headcount. That means plenty of phone screens, case studies, and interviews to get through. If you’re responsible for ramping up those eventual hires, it also means no shortage of onboarding sessions to schedule.
I pursued a career in HR because I have seen firsthand how HR presence (or lack thereof) can make or break a business. Though I previously saw myself on the chief operating officer “track,” I came to realize that people operations should not be embedded within the business operations function. HR is a dynamic field, and the challenges faced today are different than those of the past. Employees represent most companies’ biggest expense, and this investment needs to be managed as intensively as any other.