CareerArc was named the winner of a 2019 Bronze Stevie Award for Great Employers in the Talent Acquisition & Retention Solution Provider of the Year category. This is the second consecutive year CareerArc has been recognized in this prestigious international competition.
Calling all fans of The Office! If you’re one of the viewers who accounted for some of the 52 billion minutes of bingewatching The Office on Netflix last year, then head to Hollywood for a celebrity-inspired, HR-worthy employer branding and storytelling discussion.
Are you planning to attend the 2019 HR Technology Conference? With over 450 vendors and a jam-packed schedule of educational talks, product demos, and networking opportunities, getting prepared before you arrive is smart to ensure that you make the most of your time at the event. Keep reading for five tips that will help you maximize your time at HR Tech Conference 2019.
The average American workplace today looks different than the workplace fifty years ago, and while progress has surely been made, developing a more diverse and inclusive workforce remains a challenge for most companies. And when we approach diversity in the workplace, we look at it through two primary lenses: inherent diversity and acquired diversity. Inherent diversity includes demographic characteristics like race, sex, and age. On the other hand, acquired diversity includes factors such as education, experience, values, skills, and knowledge. Both are important when tackling diversity recruitment.
When considering any career option or open position, it’s important to have a solid understanding of the requirements of that role. Recruitment is no different, but it is unique in the broad scope of abilities that are necessary to be effective in the job—a job that most recruiters claim is more difficult than it was just five years ago. With this in mind, we’ve identified fifteen of the most important recruitment skills and qualifications for enjoying success in a particularly competitive and challenging industry.
Working with millennials is significantly different than working with their older colleagues. Millennial values are often in sharp contrast to Baby Boomers and Gen-Xers. Without the promise of pensions or hefty retirement options, millennials are more prone to job hop until they find an employer that can meet their checklist of desires. In the past year, 21% percent of millennials switched jobs, while the turnover rate for the general population was 19.3%.
Millennials, a generation that the Pew Research Center defines as those born between 1981 and 1996, have been characterized both negatively and positively in the press. Regardless of what you might think of them, millennials are here to stay and quickly shaping the future of work . The time is now to start thinking about how to properly attract, recruit, and retain this powerful demographic.
There is a misconception that HR and recruiting professionals’ jobs are done when new hires accept an offer. Today, it’s not simply enough to attract and hire potential candidates—you must also make that employee feel welcome long past day one by building their morale over time and retaining them as top talent. While the new employee’s team and manager will show them the ways of their direct responsibilities, there are other components to onboarding that fall outside of day-to-day duties. Overlooking opportunities for team building within an employee’s first few weeks could result in an early exit. And outside of not wanting to lose a new hire before they can reach their full potential, hiring new talent is more costly—in time and money—than retaining existing employees.
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By 2020, almost half of the entire workforce in the United States will be millennials, according to the U.S. Bureau of Labor Statistics. So as the labor force in the U.S. shifts, your company has to strategically position your employer branding for millennials. In order to gain the attention of millennials, your employer branding effort must reflect the fundamental differences in values, beliefs, and lifestyles between their demographic and baby boomers.