In the interest of developing a diverse workforce, companies must focus on a range of hiring factors, including age. Baby Boomers are retiring from their careers just as members of the newest Generation Z (born 1996 or later) begin theirs.
This fall could be peak season for the “Great Resignation.” Because of the pandemic, Americans are seriously reconsidering what “work” means to them. Many have decided to make a change – in companies, in careers, in any of those little variables that motivate us as productive, wage-earning adults.
Interviews are an essential part of the hiring process. They enable employers and candidates to meet and discuss the company and the open position. There are many questions an interviewer could ask a job applicant – but do you know the questions you should not ask?
If it’s been a while since you thought about your company’s online job application, it’s time for a review. As businesses across the U.S. continue the struggle to find qualified applicants, re-assessing your company’s application process makes sense for several reasons.
The stars have aligned and you’ve received not one but two job offers. Congratulations! It’s a terrific problem that presents some unique challenges.
Before a job interview, you prepare to answer various questions about your expertise, skills and career goals. Are you ready, however, when the interviewer asks, “Do you have any questions for me?”
Experts predict a looming “Turnover Tsunami” as waves of workers – more than 50%, according to some estimates – prepare to make career moves.
Some companies can’t find reliable help. Others worry about record staff resignations – a so-called “Turnover Tsunami.” The U.S. has entered a candidate’s job market, making Fall 2021 the right time to get back to work.
With so many businesses struggling to find qualified workers, the last thing you want is to discourage jobseekers before they’ve even applied for your open positions. But your job advertisements might deter candidates, depending on how they’re written.
