In May 2015, employers in the United States added 280,000 jobs. And recruiters are feeling the narrowing candidate market. Candidates in today’s market have options – and they know it. So whether you’re recruiting for a specialized registered nurse, java developer or senior sales professional, you need to be able to stand out in the crowd – because the odds are that your “perfect” profile candidates are receiving a lot of phone calls and emails about other jobs that would be “perfect” for them.
What makes a good leader? Have you identified potential up-and-comers within your organization that could one day lead your company? What happens, five years down the line, when you’ve failed to prepare your top employees for the managerial and leadership roles crucial to your organization’s success? These, and many other questions, are what managers everywhere worry about constantly – and for good reason.
You may be thinking, “strategic workforce what?!” Rest assured, you're not the only one perplexed by what some people refer to as headcount planning. But it's much more than that! Having taken this topic across the world and the seven seas, allow me to simplify this concept.
Being a lover of data and analytics, I enjoy pouring over various labor reports and statistical analyses that are available on the web today. I usually have a lens to their survey methodology and the presentation of the findings for ease of interpretation and usability. Because, let’s face it, most of us think about changing careers in our lifetime, so there’s an additional layer of personal interest as well.
For experienced talent acquisition professionals, candidate experience may seem like a topic that has been fully analyzed from every angle. It has been well established what a positive and negative experience look like and the outcomes of both. Its importance is widely acknowledged and the best recruiters will always strive to give candidates a top-notch interview experience. So, the question remains, is our work here done?
The hiring landscape continues to support a candidate-centric market, which in turn keeps the battle to attract top talent blazing. Employer branding, mobile optimization, talent communities and unique company perks (like yoga instruction, on-site massages and pet insurance) are just a few things companies are embracing to vie for their chance to employ the best candidates.
Move over Instagram. Step aside Snapchat. There’s a new app in town that has recruitment marketing professionals amped up, and it’s called Periscope!
This week we are taking some time to celebrate and honor the individuals who support the health of their communities. When thinking about these healthcare professionals, it’s often easy to just think about physicians and nurses, but let’s not forget about the many other dedicated men and women who make our hospitals operate: therapists, engineers, food service workers, volunteers, facilities managers, administrators and so many more.
Canada is expected to have a shortage of approximately 2 million workers by 2031. Some may say this is old news; others may even say this is good news given the original projection was a shortage of 2.7 million workers. Whatever your reaction is to the projected Canada skills shortage, the fact remains – as a talent leader within Canada, you must prepare your organization today for success in the future and do so in a strategic, revenue-driven manner. While there are multiple dynamics that play into a talent strategy, to be successful, a key aspect must be attracting and retaining a diversified workforce.
In today's employment landscape, candidates are asking themselves questions like: Do I like a traditional work environment or an innovative and creative one? Do I value the length of employment or the impact I have on an organization more? Employees will not stay at one job for the sake of security; they want to be challenged and feel valued. They crave individualism and growth over stability, and they want their professional contributions to play a major factor in career succession.