The stock market has taken major hits in the last weeks due to the effects of the coronavirus, which has economists discussing just how bad this downturn could get. In fact, some experts say the U.S. is already in a recession—or is soon to be in one.
It’s a common misconception that only well-known companies such as Starbucks and Google with seemingly unlimited resources can build a trusted employer brand. In reality, any organization can create a brand that attracts top candidates—it’s simply a matter of taking control of the narrative to protect your brand.
Tackling workplace sexual harassment as an HR professional can sometimes feel like getting squeezed between a rock and a hard place. On the one hand, HR is expected to protect, value, and stand up for employees. On the other, HR is tasked with defending the employer from lawsuits—including sexual harassment cases. This push-pull of contradictory responsibilities has made it challenging for HR to define its role in the #MeToo era.
Today’s competitive business environment is always changing and evolving, so company culture also must also change and evolve to keep pace and stay competitive. In our recent #TalkHR webinar, “2020 Work Culture: How HR Leaders Can Direct and Design the Futures of Our Work,” NOBL’s chief research officer Paula Cizek shared useful strategies to help companies define their work culture today so that they can identify what could or should change in the years ahead.
As the labor market continues to tighten, job candidates are gaining more power and choice while industries everywhere are struggling to fill job vacancies. Two industries hit particularly hard in this candidate-driven market are healthcare and tech, particularly in filling registered nurse and software engineer positions. According to the U.S. Bureau of Labor Statistics (BLS), the nursing field is projected to grow 15% through 2026 and software engineering careers are projected to grow 24% in the same timeframe. Both increases in employment openings are at a much higher rate than the national average at 7%.
We are proud to announce CareerArc was awarded two 2020 Stevie Awards for Sales & Customer Service. This is the sixth consecutive year CareerArc has been recognized for its achievements in this prestigious international competition.
Uncertainty is often a major source of stress, and during times of change, employees look to HR leaders for guidance and clarity on their role in the organization. So, as an HR professional, it’s essential to prepare for the unexpected. During our recent CareerArc #TalkHR webinar—“How to Retain Talent in Times of Change: Keeping Employees Engaged While Your Organization Evolves”—Jenn Stalians, vice president of people operations at Full Beauty Brands, and Caroline Vernon, regional director of sales at CareerArc, shared their experiences and strategies for successfully managing changes in organizations.
Software engineer Artin Boghosian loved his work, his team, and his company. But after six years at CareerArc, he started craving a new challenge.
For most people, employer branding is like venturing into the great unknown. There’s no standard template or industry rulebook to follow, and employer brand professionals are often left making their own way through the wilderness. Such was the case for Debra Luna when she first started out with the simple idea to create social media graphics for Paychex’s sales recruiting team. Unbeknownst to her, she was headed in a direction that would change the trajectory of her career as well as the company’s hiring and retention strategy.
In talent acquisition, it’s often the personal touch from a recruiter that can move a candidate across the finish line. However, that doesn’t mean you can’t use automation to give yourself an extra boost during the race.