I’ve lived, worked and managed HR in industries where turnover for certain positions and/or departments exceeded 100%. It’s not fun.
I recently read this article (“Panera losing nearly all workers in fast-food turnover crisis”) about the increasing challenges in the restaurant industry related to turnover and, I must admit, it induced numerous stress-inducing flashbacks.
While the article
Hello? Have I reached the Recruiting Department?
The other week, without much else going on, Mr. S. and I settled down on the couch and watched a marathon of James Bond movies. (editorial note: I never liked Pierce Brosnan in the role and, IMO, Roger Moore was the absolute worst.)
As always, when watching any movie
It goes both ways of course; candidates seek information on a prospective employer AND companies search for nuggets of digestible content on a new hire.
LinkedIn profiles are examined and mined not only for information but also for contacts, connections and leads. Various and assorted chrome extensions are added to the recruiters’ toolkit and every
The importance of aligning hiring to organizational culture is endlessly discussed, debated, and analyzed. Everyone from researchers to C-suite leaders to HR professionals has an opinion on how to achieve this seemingly elusive nirvana. We constantly ask ourselves, “What’s the best way to ensure the individuals we’re hiring are a ‘fit’ with our culture?”
Guess what? Not all of us live, work and try to hire people in Silicon Valley. And, according to Matt Charney, that's probably a good thing.
Scads of us who spend our days working in HR or Talent Acquisition are recruiting for decidedly less 'glamorous' positions than Python Developers or Strategic Content Marketers for the newest