In today’s competitive hiring landscape, choosing the right recruiting agency is about more than just outsourcing — it’s about forming a strategic partnership that fuels your business growth. With the right recruitment partner, your hiring process can become more efficient, cost-effective, and successful. Here are the key green flags to look for when choosing a recruiting agency in 2025.
The power electronics industry is at an inflection point, driving innovations across multiple sectors from electric vehicles and renewable energy to AI data centers and industrial applications. As technologies evolve and market demands increase, companies face a critical challenge: finding the specialized talent needed to drive innovation and scale production across the entire power electronics ecosystem.
In the fast-evolving semiconductor landscape, staying on top of industry trends and emerging technologies is crucial. I.S.E.S. USA Power 2025 is quickly becoming the premier conference for semiconductor professionals looking to gain insights, expand their networks, and drive innovation. Whether you’re an engineer, a business leader, or a technology enthusiast, this event is designed to help you navigate 2025’s semiconductor trends and power efficiency challenges.
The manufacturing industry in North America is on the cusp of major transformation in 2025. As companies navigate evolving technologies, workforce shifts, and changing trade dynamics, those who proactively adapt will gain a competitive edge.
The semiconductor industry is facing a dynamic landscape as new tariffs take effect, with a 25% duty on imports from Canada and Mexico and 10% on imports from China, as officially announced by the White House in February 2025. For HR professionals and recruiters in the semiconductor space, understanding these changes is critical to developing effective talent acquisition and staffing strategies. In this blog post, we break down what these semiconductor tariffs mean for the industry, explore the backstory behind the recent policy decisions, and offer actionable insights for HR teams and recruiting specialists.
In today’s dynamic business landscape, the most successful organizations recognize that their greatest asset is their people—not just for their technical capabilities, but for the unique perspectives and experiences they bring to the table. Moving beyond traditional hiring models that focus on narrow definitions of “quality” or “fit,” forward-thinking employers are discovering the competitive advantage of building truly inclusive environments where diverse talent can thrive. Here’s how your organization can embrace this approach and reap the benefits.
In today’s uber-competitive job market, it can be tough to know what potential employers are looking for throughout their respective hiring processes. From technical skills to specific personality traits, check out what some of the biggest companies consider when filling new roles on their team:
When you picture a Silicon Valley start-up, you may think of an open office layout, foosball tables, perhaps a couch and a big screen TV in the lunch room, and an atmosphere comparable to that of a fraternity. The goal, of course, is to attract and retain top young talent by having a fun work environment. While this kind of atmosphere certainly can go a long way, it’s also completely unrealistic for some workplaces.
To operate efficiently, most businesses follow workplace rules, policies, and standards. In small businesses, the enforcement of rules is often done on a casual basis by dropping a few well-placed hints in an employee’s direction. However, there are situations when even open and frequent communication doesn’t always work. That being said, a progressive discipline system can be a solution to this. Employees need to know the consequences of unacceptable behaviour or poor performance in advance, so don’t wait until a crisis arises to set up your disciplinary program.
Every manager wants to have a positive outlook and build an effective team. In fact, research shows that a more positive workplace focused on supporting and inspiring staff produces more effective organizations. However, despite your positive influence, there may be one or more employees who develop concerning or problematic behavior. What can you do as a manager to effectively challenge and improve this behavior? […]
