Passive candidates will make you work harder. You’ll need to get through to them, appeal to them, know what drives them, and motivate them to enter the selection process, without every losing sight of the fact that you have to assess them.
Did you know that recruiters have a great career change potential in corporate astrology?
Do we really know how to recruit foreign-born workers? Over the past few years, the issue of managing diversity has never been so heated or sensitive, from both a societal and organizational point of view.
A McKinsey study says that 37% of managers do not address even chronic under-performance effectively. Does this strike a chord?
Sooner or later, all recruiters have to face a conscience decision—some more often than others, but at some point in a recruiter’s career, it eventually happens. Some confront it bravely, and others, sadly for our profession, in a cowardly manner.
Imagine what it’s like to be a Y. Born in the late 1970s or early 1980s. You know all about change, stability is not your thing.
Last week, the first Montreal PINKSLIP party was held. HRjob.ca was there to cover the event. Where were the recruiters, though?
With the unemployment rate at 8%, one would think that recruiters are not very busy these days, and yet—how to explain that it is just as difficult to recruit over the past few months as it has ever been?
The line between preparing candidates for interviews and giving them all the particulars is sometimes a fine one. Some recruiters even rewrite their candidates’ resumes to better show them to advantage. Are they right in doing so or are they simply scared that their darlings will be found lacking?
I have been working in talent management for over 15 years. My role involves recruiting, career management, working with high-potential individuals and coaching. Many are the people I've seen in my office. Many are the individuals seeking challenges, money, better companies or just a better work/life balance. All adding up to so many expectations to manage, so many promises that cannot always be kept, and so many dreams sometimes resulting in professional success but also in frustration.
We are in the 21st century, and the question is still being asked: What is the place of women in the business world?
The “bottom up” approach Web 2.0 is causing profound changes in how organizations assess their HR performance. The traditional “top down” approach is giving way to the “bottom up” philosophy.