While talk of employment growth has been circulating for the last several months and experts expect Friday’s unemployment report to show job gains for the second month in a row, another group of key players say they plan to add jobs in 2010. Read more
Entrepreneurs often don’t have a human-resources staffer dedicated solely to overseeing interns, so the boss or a manager must carve out time for them. And that means giving them hands-on guidance, not sticking them in the stockroom and then forgetting about them: Companies have an obligation to give interns a good learning experience, whether they’re working for money or for school credit. Read more
The key to making new employees productive quickly, known as “rapid on-boarding,” is to help them immediately build an informational network with co-workers. Read more
Even if companies aren’t hiring regular workers, they still offer internships, sometimes sought by professionals. Read More
The spike in US unemployment has wrought changes on the internet interactions between job seekers and employers – and the middlemen that put them together.
The Wall Street Journal offers this report….
Today’s New York Times features a story about the world of online resumes – and that means recruiters who aren’t up to speed will seem slow, indeed!
Here’s the Times article titled “More Resumes Going Virtual.“
Management consultant Bill Taylor recently called on Zappos.com and found a startling practice that has concentrated the amount of job commitment in its workforce.
Every so often, though, I spend time with a company that is so original in its strategy, so determined in its execution, and so transparent in its thinking, that it makes my head spin. Zappos is one of those companies. Two weeks ago, I paid a visit to Zappos headquarters in Henderson, Nevada, just outside Las Vegas, and spent time with CEO Tony Hsieh and his colleagues. I could write a whole series of posts (and just might) about what I learned from this incredible operation. But I want to focus this post on one small practice that offers big lessons for leaders who are serious about changing the game in their field—and filling their organization with people who are just as committed as they are.
Here’s the full story from Harvard Business.
The world of high tech offers plenty of opportunity to adopt new tools and techniques in the workplace.
Some are duds. Windows Vista comes to mind…
Is the same true in the world of employee recruiting?
Kennedy Information Recruiting Trends is running this essay by Yves Lermusi that explores the topic.
Large and small employers will benefit to stop and read what Forbes Magazine is telling job recruiters. They ran an article this week on “How To Job Hunt The Right Way.”
The simplest way to get across what kind of job you want is to design a profile document, says Joyce Maroney, director of the staffing company Kronos’ workforce institute. It’s a short description of the kinds of work and companies you’re interested in, as well as the type of people with whom you’d like to network. When you’re networking, a profile document “helps narrow the universe of people you should talk to,” says Maroney.
Company recruiters sometimes get to thinking that people who are not looking for a new job are the best candidates, and spend so much time courting the reticent that they turn a blind eye to people who are actively looking for a job.
The folly of this approach is the topic for Louise Kursmark’s essay in Kennedy Information Recruiting Trends.
