For decades, contingent assignments were being viewed as alternative work options, often as supplementary to full-time employment. In today’s market, this segment of the workforce has become mainstream. Skill shortages, the low unemployment and the low birth rate are pushing organizations to re-think their talent acquisition strategies. Making strategic decisions when it comes to attracting and retaining talent is more crucial to business growth than ever.
How much do you know about Generation Z? Just when organizations started to understand the Millennial generation, a new generation – Generation Z – is starting to emerge. People born from 1995 onwards are now starting to enter the workforce and earn their own income. According to Matt Kleinschmit, blog author at Vision Critical, their habits differ from previous generations, and there is still a lot of research to be done.
In today’s labor market, companies cannot afford to make mistakes that would discourage candidates from accepting a job offer or potentially applying for a different position in the future.
Surveys suggest that independent consultants are the most satisfied worker group in the US. Nevertheless, businesses should consider all evidence of the degree of control and independence in the employer/worker relationship. Whether a worker is an independent contractor or employee depends on the facts in each situation.
Direct hire is one of the fastest-growing segments, with roles that would have been temporary less than a decade ago now being posted as full-time. There are, however, several benefits in going the temp-to-perm route versus hiring a candidate directly.
At Enterforce, we believe there’s a better way to find the talent your organization needs, which is more efficient, less stressful and highly effective in getting the people you need, when you need them.
As unemployment gets close to a 50 year low, it is crucial for firms to review their existing recruitment strategies, and adopt a more creative approach to attracting talent.
Of the top 10 fastest growing staffing firms in the US, three provide industrial staffing and three provide healthcare staffing; another two provide IT staffing, one provides engineering staffing, and another provides direct hire. Mark Roberts, CEO of TechServe...
Research shows that Hiring Managers tend to look for traits in candidates that may make them feel good about themselves, often beyond race or gender. It is not easy to identify whether a candidate will be a cultural fit based solely on an interview, but there are questions and methods available that will enable Hiring Managers to go deeper and determine whether the interviewee will be in sync with more core elements of the company culture.