There are two words with the power to make most employers and recruiters shiver: skills gap.
The skills gap continues to plague employers, even as unemployment remains high and more candidates flood into the job market. An article by Dr. John Sullivan on ERE.net cited the number of resumes per corporate job listing as a whopping 250. Yet, employers are having a more and more difficult time finding the right candidates.
According to a recent CareerBuilder survey, 38 percent of companies have open positions they just cannot seem to fill with skilled talent — but 60 percent of companies aren’t doing much of anything to bridge the skills gap. Read more…
As a business owner or manager, there are a lot of hiring decisions that you will need to be involved in.
One question that comes up on a regular basis is whether you should hire an intern.
Offering an internship can come with a few setbacks, but there are also many benefits to both the intern you hire and your business. If you are still asking, “Should I hire an intern?” here are some of the reasons why you should. Read more…
Second of two parts
Yesterday, I listed 10 Good Reasons You Should Be Hiring Overqualified Candidates. Today, I’ll list 10 more good reasons for you.
The 20 different reasons or benefits associated with hiring overqualified candidates are separated into three categories: 1) recruiting/ business impacts; 2) reasons to be suspicious of qualifications; and 3) actions to mitigate potential problems.
Recruiting and business impacts
11. They may be a self-motivated professional – If you are hiring a professional who is overqualified, it is highly likely that their professionalism and self-pride will drive them to perform and excel, regardless of what job they are currently in. Read more…
First of two parts
Imagine being assigned a physician and then purposely rejecting them solely because they were “overqualified” for your medical situation. Well that’s exactly what happens when hiring managers reject candidates who have “too many” qualifications.
There is simply no excuse in this new era of data-based recruiting to adhere to this old wives’ tales” in hiring. I have written in the past about the cost of rejecting “job jumpers” and in this article, I will focus on the false assumption that hiring candidates who are “overqualified” will result in frustrated employees who will quickly quit.
There is simply no data to prove any of the negative assumptions that are often made about overqualified prospects or candidates. Read more…
What do you say if a job applicant asks you this?
“What makes this company a great place to work? What outside evidence (rankings/awards) do you have to prove this is a great place to work? What is the company going to do in the next year to make it better?”
This question may seem out of the ordinary, but it really isn’t.
Top candidates will ask this question in different ways. Read more…
Foreign capital companies operating in Japan often have flawed hiring processes stemming from a lack of experience with a new culture and local business practices.
That difficulty is compounded when expat managers attempt precise replication of business styles that are successful at their headquarters.
The most common pitfalls that foreign capital firms encounter in recruiting include: Read more…
A recent contest for people to submit their favorite interview questions yielded the interesting, the odd, the useful, the insightful, and the obscene.
They included such questions as: “What is your favorite palindrome?” and “Why did America stop selling War Bonds?”
And, there are some I can’t publish without washing my own mouth out with soap. Read more…
Question: What do you get when you combine “ban the box” compliance with utterly idiotic hiring practices? (I know I’m supposed to be diplomatic but no can do in this instance.)
Answer: Ask the city of Austin, Texas, who hired a six-time convict to work in their public library — and who just plead guilty to attempted indecency with a child.
Before we dig into the details, let me show you the resume (see: rap sheet) of said employee, Joe Heath, brought with him to the Austin Public library where he would come in regular contact with the public, including children. Read more…
By Eric B. Meyer
A bill that would have made it illegal for New Jersey companies to refuse to hire a job candidate because of his/her employment status is dead for now.
Last week, New Jersey banned the box.
However, Bob Jordan over at the Cherry Hill Courier-Post reports here that New Jersey Gov. Chris Christie has put the kibosh on a bill that would essentially make “unemployment” a protected class, like race, religion, national origin and others protected under the New Jersey Law Against Discrimination. Read more…