Millennials. We’re a weird bunch. Highly aspirational, perpetually unsatisfied, and constantly looking towards the future. While that may be somewhat of a self-projection, I imagine at least a few of you are nodding in agreement. Millennials are set to dominate the employee base by 2025, so either way we are here to stay. To attract these folks, companies have progressively increased their social media presence, amplified their company benefits, and have become extremely brand conscious. Lets ca
Hiring top talent is one of the biggest challenges for startup founders, especially at an early stage where having the right people on your team can be the difference between startup success and failure. Early stage technical hires must be able to hit the ground running when it comes to adapting to the requirements and pace of product development. With less time and resources to devote to the hiring process, it is extremely important that founders are aware of the common recruiting hurdles that
I have sympathy and compassion for every living creature but my patience is wearing thin with the plaint “It’s so hard to find good employees”! It isn’t hard. There are tremendous people everywhere. We make recruiting ten times harder than it needs to be. I ran a Fortune 500 HR team. How did we hire thousands of people? We had amazing managers and HR people, for one thing. We had tremendous employees in every department who brought their friends to work and got paid for it and got other benefits
When you’re writing a job posting for the entire world to see, are you creating a list of your company’s wants and needs with needless jargon? Are you barely writing any content and hope that the candidates just flow? Or are you writing a job posting meant to entice the reader into applying for your job? I hope you chose the last option, because just like writing copy to excite clients about your product, you have to write a job posting that will market your job to the masses! You can’t think ab
Talent Acquisition professionals attend recruiting conferences annually for several reasons including the opportunity to benchmark recruiting results, share best practices, gain recruiting knowledge, network with peers and look for new recruiting technology and solutions.
It's no secret who you hire matters. And in high-growth and emerging companies there are significant business impacts of not recruiting and selecting the right talent. Executives and business leaders are ultimately responsible for talent decisions, and in partnership with their HR teams it’s essential to understand the consequences of not modernizing your strategy and approach to attracting and selecting the right talent. Join Susan Strayer LaMotte, Principal Consultant and Founder of exaqueo,
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