A l’heure où apparaissent les premiers signes de la reprise économique et où les entreprises reprennent peu à peu confiance, ces dernières comptent sur leurs meilleurs employés et des recrues stratégiques pour stimuler et maintenir la croissance. Si elles doivent en ce sens offrir des perspectives intéressantes en termes de carrière, elles doivent en outre veiller au bien-être de leurs collaborateurs, comme le souligne la dernière étude Regus. Menée auprès de 20 000 cadres supérieurs dans 95 pays, cette étude délivre un constat sans appel : le travail flexible, défini comme offrant la possibilité de choisir quand et où travailler, constitue une mesure essentielle pour retenir et recruter les profils les plus doués.

Lire l’article « Le travail flexible limite la rotation du personnel » et l’infographie « Work any Where »

Every recruiter has had, or will have, the experience of a candidate declining a job offer, contrary to everything the candidate has said. This is a very expensive failure because at the time of the offer you have completed around 95% of the necessary work. If your second best candidate is not to your client’s liking, or if the second best candidate is not your candidate, then you either have to start the whole sourcing process again or lose the placement to a competitor. Why do candidates do this?

Read Ross Clennet’s analysis in the article « Why Candidates Decline Job Offers (And What To Do About It) » 

No chance, says the IT career site Dice.com. Not only is there no sign of a letup in tech hiring, the evidence is that recruiting IT professionals is going to be harder than ever.

Dice.com surveyed hiring managers and recruiting professionals to find 73 percent of them report their companies plan to do more hiring of tech workers in the next several months. Nearly a quarter of all the survey respondents told Dice their tech hiring would be “substantial.”

Lured by more pay, the number of professionals switching jobs is growing. More than 40 percent of the survey respondents said they’ve lost tech staff in the last six months. That compares to just over 30 percent who said that in the spring survey. The No. 1 reason for the job changes: pay, reported three-quarters of the survey participants.

Making clear just how challenging the recruiting environment is for companies seeking tech workers, almost 6 in 10 said they’ve had to leave to positions vacant because of their existing salary guidelines. And a third of them have had offers rejected.

Read more in « Survey Finds That Tech Hiring Is Getting Tougher in 2014 » or have a look at the Dice Infographic

New survey by The Execu|Search Group reveals attracting right talent and skills shortage as biggest challenges for employers in 2014.

Highlights of report include:

• Almost half of all respondents (45 per cent) answered ‘Attracting the Right Talent’ as one of the biggest challenges in growing their business, while 26 per cent named a ‘skills shortage.’
• The skills shortage is especially prevalent in the Healthcare sector, where 43 per cent of respondents reported experiencing a skills shortage.
• Financial Services is another sector where the skills shortage is prevalent. With each new federal mandate, employers are seemingly needing a new set of specialized employees to keep their company compliant or drive the business forward.
• Another significant finding is that the executives who are making hiring decisions are now putting greater emphasis on « soft skills » in their hiring strategy.

The top four most in-demand « soft skills » include: problem solving and analytical thinking skills, the ability to act as a team player, initiative/drive, and effective communication skills.

Watch the discussion on Bloomberg Television
Catalpa Capital Founder, Chairman & CIO Joseph McAlinden and Execu-Search CEO & Founder Edward Fleischman discuss how they think the jobs report doesn’t reflect the underlying economy and the hiring outlook for 2014.