A recent study makes one thing clear: Candidates do not want to work somewhere that’s described as having a family-like culture. Maybe the description conjures up memories of dysfunctional holiday dinners or candidates simply feel it implies blurred boundaries and an unhealthy work-life balance, but a mention during the interview process of a culture that’s
The recent, widespread layoffs in the tech world have been hard on recruiters. “It’s been brutal,” says Anne Fuller, a Milwaukee-based former recruiter who, in 2022 alone, left one company because they were in the midst of a hiring freeze and was then laid off from her next job. “Recruiters and HR professionals in general
We’ve all had moments where we question our career choices. Maybe we’ve felt like an imposter, wanted to strike out on our own, asked existential questions about why we spend so much of our week working in an unfulfilling role, or simply thrown up our arms in frustration at the negative workplace environment we’ve found
If you’re not already familiar with the term “skills-first hiring,” you probably will be soon: 75% of recruiting pros say it’ll be a priority for their company this year, and it’s not hard to see why. Skills-first hiring — the idea of hiring candidates for what they can actually do, rather than relying solely on
Boomers are hopeless at learning new tech. Gen Z only wants to learn from TikTok. And Millennials expect a trophy every time they complete a course. Stereotypes? Yes, and often grossly inaccurate ones. But they drive home a point: Generations can have different learning styles. With four — and sometimes five — generations in the
In the battle for pay equity, there’s some good news coming out of the European Union: A new law will mandate that companies take action to eliminate the discrepancy between what men and women earn for doing the same work. In a recent blog post for The Josh Bersin Company, senior vice president of research
Two out of three employees have recently considered leaving their job because there aren’t enough opportunities for skills development, career advancement, or transitioning to different roles or a new career path. Professional growth is clearly top of mind for many workers right now and career pathing is a powerful tool employers can use to facilitate
There are three things that should matter most to hiring professionals right now — retention, retention, retention. A cost-of-living crisis coupled with a herky-jerky economy in which resignations far outnumber workforce reductions is causing a surge in employee turnover. And that’s bad for a variety of reasons: Productivity declines, morale suffers, and attracting star candidates
Ever since COVID-19 accelerated the digital transformation, companies have been racing to find the skills they need to compete. Some have hired from the outside. Others have generated large learning libraries. And others have undertaken large-scale initiatives to teach workers, say, the five skills they need most. If there’s one common thread to these efforts,
One of the most important developments in talent acquisition is completely OG, an old-school idea with a number of interesting new wrinkles. As companies continue to put hiring pauses in place or even lay people off, they are also scrambling to find internal talent with the skills to meet their shifting business needs. Sound familiar?
