If you're used to receiving your job description from your client or hiring manager and then copying and pasting it into your job ads (which you then place on about 20 or so websites), then you're not going to like this latest algorithm update from...
The cynics of corporate social responsibility (CSR) will say that it’s a waste of time and money; “we don’t have the resources”, “it’s impossible to measure return on investment”, “how can we justify giving our employees time off to volunteer or mentor other people”. But I ask you, what’s the cost to you personally, your business and workforce of not embracing CSR?
I was training a group of hiring managers in New York City a few weeks ago on the fine points of Performance-based Hiring. The conversation quickly focused to quality of hire: how to both measure and maximize it. One of the sales directors in the room was quite frustrated with his recruiting team, and suggested the way he controlled quality of hire was by rejecting 9 of 10 candidates their recruiters presented. The rest of the hiring managers then chimed by saying how disappointed they were with the quality of the candidates sent by their recruiters.
Anyone who's seen the way bureaucracy eviscerates originality, seeks comfort in consensus, and hides from the most benign level of risk-taking has to marvel at the miracle of intact survival that was Danny Boyle’s opening ceremonies.
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