Depending on their 401(k) plans, employers might be able to use them as a recruiting tool. The following post discusses five features of these plans that might appeal to candidates.
At the heart of any benefits package is a 401(k) plan. I’m not going to lie – there was a day when I couldn’t have cared less about a 401(k) plan. In fact, when I started my career, the only part of my benefits package I really cared about was how much I would be getting back from my
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In order to bring Millennials to their companies, employers need to understand what they are looking for in their job searches. The following post has more information.
When it comes to the Millennial generation there are a lot of misconceptions around how hard they work and how committed they are to their jobs. Turns out those misconceptions are just that, and employers that wrongly buy into them will face a difficult time managing and retaining a group of people that will have a huge impact on the
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Recruiting college graduates is a good idea for employers who want to focus on the future. Why? The following post has more information.
Employers may think they don’t need to focus on attracting recent or soon-to-be college graduates because it’s an employer’s job market, but thinking that way will put them at their own peril, say career experts.“Companies no matter how big or small need to do workforce planning and development to match anticipated growth with talent,
Employers looking to recruit and poach the best workers for their companies should consider advice in the following post.
Your company is only as good as its employees, which is why recruiting top-notch talent is always imperative. Sometimes that talent works at the competitor and that’s where poaching comes in. Just like recruiting is an art form, so is poaching. Do it right and you can have a dedicated, long-term employee. Do it wrong and that employee will only be loyal to the highest bidder.
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When it comes to the workplace, it’s not all about the money for some employees. Learn more in the following post.
As talent wars heat up, many companies look within to figure out how to make themselves a better place to work. Some envy the tech giants who seem to have great candidates show up at their doorstep, but the truth is you don’t have to be a Google or a Facebook to have an awesome work environment. While compensation will undoubtedly play a role in the type of talent your company can attract, it turns out people want more than a top salary and a kick butt 401 (K) plan.
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If done correctly, job seekers can market themselves on social media as potential candidates for employment. In the following post, learn some tips to grab the attention of employers on social networks.
Research this year from NC State University reaffirms what many of us have known for a long time, that social networks greatly impacts the role in finding jobs both in the United States and Europe. Even though 40% of jobs are filled through informal recruitment the researchers found that informal social networks are “significantly more important for high-paying jobs in the United States” than in Germany. Researchers define “informal recruitment” occurring “when a person who is not looking for a new job is approached with a job opportunity through social connections.”
Employers who want to hire people for new positions in 2013 should keep certain factors in mind. The following post offers some helpful tips.
Search engine optimization experts, mobile app developers and bloggers are just some of the positions companies are looking to fill. But finding the right candidate can be easier said than done, especially since many of these jobs didn’t exist a few years ago. In this world of social networks, Twitter, iPads and smartphones, companies have to change the way they find this new type of talent. From building a social media presence to tapping professional networks, here’s how to do it.
One way for companies to attract top talent is to offer the best candidate experience possible. Find out why this should be a priority for employers in the following post.
Unemployment is now hovering around 7.9 percent according to the U.S. Bureau of Labor Statistics, a statistical improvement over September’s grim numbers. It looks like we’re in for some job growth, especially in healthcare, seasonal retail and professional and business services. Maybe, for job seekers, things are finally on the mend. Good news, isn’t it? Except for one thing: employers may not be positioning themselves to attract the best talent because they aren’t focusing on the candidate experience.
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Recruiters, here are a few tips to help you gain a favorable impression with potential job candidates.
The job search is changing for the employer and the employee. Even though unemployment remains high, the market for qualified job seekers, particularly those with very technical skills, is extremely challenging.
Companies are looking at new ways to build relationships and gain the attention of the technical and qualified prospective employee. For the last few years, the focus has been on recruiting the active vs. passive job seeker, but that is no more.
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