Facebook rolls out new code twice a day. There are hundreds of engineers working on thousands of changes every week. The legal stuff doesn’t change that often. But it’s still worth understanding. So here are some of the terms you should know about and what they mean.
Rebecca Callahan is President, Recruitment Process Outsourcing, Randstad Sourceright. She leads her organization in the strategic execution of one vision: helping clients put the right person in the right job for the best value.
Feature: Communications Channels IV. You’ve figured out which communication channel works best to recruit your candidate. But wait, how much did that hire cost?
Workers learn more in the coffee room than in the classroom. Formal learning—classes and workshops—is the source of only 10 to 20 percent of what people learn at work.
If you are interested in the future of HR or the state of the art in American HR Technology, there is no other single event that serves it up as coherently.
Each communications channel implies a different mode of recruiting and a different cost per hire. Imagine a spectrum that ranges from active at one end to passive at the other.
How did two wheels emancipate women? When bicycles became available in the 1880’s, women did not have to rely on men for transportation. “The bicycle became their freedom machine.”
Amy Ala is a Staffing Consultant with Microsoft, featured blogger for RecruitingBlogs.com, and mom to four great kids. After nearly 14 years in employment, Amy is convinced the #1 trait in successful recruiters is a sense of humor.
As our Legal Editor Heather Bussing says, “Really weird stuff happens at work.” That’s the focus of our feature article this week from Heather, When Harassment is Legal. Maren Hogan returns to the HR Examiner Editorial Advisory Board with her article Humanizing Your Brand Through Social Media: 6 Steps. John Sumser rounds up this week’s issue withCommunication Channels III, plus 5 Links: Tech Recruiting and his HR Examiner Radio interview of Recruiting Animal. Enjoy!
Tech Recruiting depends on two variables: the organization’s size, and the competence/connectedness of the recruiter.
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