It’s true – the clock is always ticking with good candidates.
By Kris Dunn (hrcapitalist.com)
With bad or average candidates, you can really do what you want. Take your time, be indecisive, lose focus – whatever – bad to average candidates will be there whenever you get your act together and actually want to make a hire.
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By Shala Marks (recruiter.com)
A new joint survey from the Society for Human Resource Management (SHRM) and Achieve, a nonprofit dedicated to improving education standards, revealed that technical and educational requirements are increasing across job categories.
The results were based on the responses of 4,695 HR professionals in nine industries. It was released Oct. 3 during SHRM’s annual strategy conference; more than 500 HR executives attended the conference, which took place in Palm Springs, Calif.
Other findings included:
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by Dr. John Sullivan (ere.net)
Within most corporate HR functions, the atmosphere is simply too politically charged to even consider raising this powerful question:“Which HR function ranks No. 1 with the highest impact on two critical business success measures — revenue growth and profit margins?” Well, the data is in, and we now definitively know that the answer is … recruiting is the most impactful HR function!