Job candidates are no longer comfortable applying for a job knowing very little about the position they are seeking, new research finds. A study from the outsourcing firm ManpowerGroup Solutions revealed that today’s job seekers have access to more information than ever about a company and a position in the early stages of the job search process. The research shows that compensation and the type of work they will be performing are the two most desired pieces of information prospective candidates want to know before even sending their resumes in for a job opening.
“Easy access to information has changed the way individuals find jobs and jobs find individuals,” said Jim McCoy, vice president and global practice leader for ManpowerGroup Solutions, in a statement. “As organizations across the globe continue to report difficulties filling roles, understanding candidate preferences is critical. Candidates worldwide want to be able to visualize themselves in an organization.” The study shows that on average, 45 percent of candidates in the U.S. have information about compensation prior to completing the application process. That’s far less, however, than
The average cost of hiring the wrong employee is $17,000, according to research conducted by Career Builder. That means getting the hiring decision right the first time is essential, but how can hiring managers be sure they’re bringing on the right people? Conventional hiring methods follow a simple process where candidates apply based on a vague job description, several are selected for interviews, and then eventually one is selected. But oftentimes what seemed like the right fit quickly becomes a hiring error. Rex Conner, human resources consultant and author of “What if Common Sense Was Common Practice in Business?” (CreateSpace Independent Publishing, 2016) told Business News Daily the fix is simple: reduce subjectivity in the hiring process. “The biggest obstacle to hiring the right people, onboarding them, training them, evaluating and developing them is subjectivity,” Conner said. “We end up with these ridiculous conversations where an interviewer asks, ‘What’s your biggest weakness,’ and (the response) is ‘I work too much.’ That doesn’t tell you anything about the skills required.”
Given that Career Builder found nearly 60 percent of bad hires
With college graduation just around the corner, the job market is about to be flooded with entry-level talent looking for full-time jobs and internships. For employers, taking advantage of the influx of newly minted professionals can be as simple as having a good campus recruiting strategy in place. “College recruiting is a smart, predictable, scalable way to bring talent into any organization,” said Tey Scott, director of talent acquisition at LinkedIn. “Smart companies know they need to invest in early-in-career talent to compete in the long term. In tech in particular, getting early-in-career technical talent in the door may be the difference between being able to scale their company fast enough to deliver on product road maps or not.” The college career fair is the traditional method of on-campus recruiting, but based on LinkedIn’s success, Scott recommends implementing out-of-the-box initiatives that provide value on campus while also getting in front of targeted recruits.
“The question we asked ourselves was, what would it take to identify nearly all early-in-career talent without having to rely on physical on-campus events?” she said. “To
The greater section of the mother and father are of the viewpoint that homework done by their kid is not up to the mark. They do not grumble about the initiatives on negligence their kids, however, rather on the homework which is being sent to them. They are not happy about the kind of homework which is associated with your kids according to a research done by Met Life Study. Actually, it has been exposed after laptop computer that substantial of the mother and father thinks that their kids were asked to perform active essay writing service.
What is Busy Work?
This is a kind of task which might take sufficient a chance to finish, however, does not express anything which has studying value to a student. It signifies that obviously your kid would seem to be very busy; however, actually he or she remains filled in perform only and understands nothing from the same. Busy perform sometimes becomes beneficial inside the class room. Session plans of replacement instructors frequently contain perform, particularly at a moment when any instructor had thought about starting new ideas
Hiring managers shouldn’t be so quick to eliminate overqualified candidates from consideration for new jobs. A new study in the Academy of Management Journal revealed that employees who are considered overqualified for a job can take the position in a new, positive direction. Employees who are overqualified, up to a certain point, bring an added level of innovation and dedication to their jobs, according to the research. “A low-to-intermediate degree of perceived underemployment may drive employees to craft their jobs actively in ways that benefit the organization,” the study’s authors wrote. “Recruitment managers should not turn away job applicants who are overqualified, because such individuals, if managed appropriately, may bring creativity and organizational citizenship behavior to the organization.”
The degree to which someone is overqualified plays a critical role in determining whether or not they bring a unique perspective to their job. The study’s authors said when underemployment is perceived as too high, employees are often not motivated enough to do their jobs.
Employees who can bring a fresh perspective to how a job is done are highly valuable in today’s workplace. “Organizations today compete in a dynamic and uncertain environment in which creativity and organizational citizenship behavior are highly valuable,” the
Full-time employees are no longer the only workers being subjected to background checks, new research shows. A study from the background screening firm HireRight revealed a significant increase in the number of organizations conducting background checks on temporary, contract and freelance workers. Specifically, 86 percent of employers are now screening contingent workers before bringing them on for any assignments. This is up 45 percent from 2012. “Contingent workers typically have the same type of access to company facilities, data, other employees and customers as full-time employees,” the study’s authors wrote. “For this reason, it’s important to thoroughly screen every worker in the same way, regardless of work status.”
While the influx of temporary workers is changing the background screening process for many employers, the decriminalization of marijuana many states have enacted is not. The study found that, despite a number of states legalizing marijuana during last year’s election, nearly 80 percent of the employers surveyed have no plans to change their drug screening policy this year.
Along with the states that allow decriminalized marijuana for personal use, 28 states now allow medical use of marijuana. “Whether or not you support the use of medical or recreational marijuana, it’s best to have a
Businesses hire interns to share their field experience with newcomers, get entry-level and administrative tasks done, and help students get the real-world experience they need to be successful. Although these student employees often work in exchange for stipends or academic credit, employers need to be careful: Interns do not equal free labor, and if you’re thinking of welcoming interns into your office, there are a few key points to consider before you make your first hire. Business News Daily spoke with legal and HR experts about providing a beneficial, legally compliant experience for your interns in a for-profit setting. The pay question: What duties are being performed? Pop culture (based on many real-life stories) makes it seem like interns’ lives revolve around making copies, standing in long lines to get everyone coffee, and answering their boss’s phone calls in the middle of the night, all without a single penny in return. However, there are tasks that an intern could be doing that would categorize them as an employee – which would mean legal entitlement to compensation.
The decision of whether to pay an intern is largely based on what the intern is doing. Adam Kemper, a labor and employment attorney for
A U.S. Department of Labor (DOL) rule change that would extend overtime protections to an estimated 4.2 million workers was temporarily halted by an injunction after 21 states sued in District Court. The DOL subsequently appealed the decision and is awaiting a decision in the Fifth Circuit Court of Appeals. Below is an overview of the previous rule, which the DOL is expected to revisit and significantly revise after abdicating its defense of the Obama-era rule in court. The DOL has, however, maintained that it has the authority to set such a rule governing salary thresholds under the law.
The amendment to minimum wage and overtime regulations under the Fair Labor Standards Act was set to go into effect Dec. 1, and would have lifted long-standing exemptions and raised the pay threshold from $23,660 annually to $47,476. Positions once considered executive, administrative or professional would be subject to overtime pay as well, and the pay threshold would be indexed to wage growth and updated once every three years.
“This [rule change] definitely will take merchants by surprise if they’re not careful and don’t pay attention,” Mark Schulze, co-founder of smart point-of-sale system Clover, told Business News Daily. “It’s a big change, so
Creating a culture of volunteerism within your company doesn’t just help others, it also helps your organization, new research finds. A study from Deloitte revealed that employers who encourage and promote volunteering boost morale, workplace atmosphere and brand perception. The research found that an overwhelming majority – 89 percent – of employees think organizations that sponsor volunteer activities offer a better overall working environment. In addition, 70 percent believe volunteer activities are more likely to boost staff morale than company-sponsored happy hours, with more than three-quarters saying volunteering is essential to employee well-being.
Nearly 70 percent of employees are not volunteering as much as they would like to, with nearly two-thirds of those saying part of the reason is because they aren’t able to dedicate any time during the day to volunteer. “Employers have an opportunity to build on their volunteerism programs by creating a culture that celebrates volunteering and empowers volunteers to be more active,” said Doug Marshall, managing director of corporate citizenship for Deloitte LLP, said in a statement. In addition to providing more opportunities to volunteer, employers can do a better job of making sure employees, especially younger ones, know the benefits of doing so.
Three-quarters of the millennials surveyed
When it comes to managing employees, it can be tempting to watch your workers like a hawk. However, new research shows that granting a degree of autonomy to your employees tends to boost their job satisfaction and overall sense of well-being. Researchers at the University of Birmingham Business School found that workers given more autonomy – in the form of work from home privileges or the pace of work and deadlines – were far more likely to report feeling valued by their employers. “Greater levels of control over work tasks and schedule have the potential to generate significant benefits for the employee,” Daniel Wheatley, senior lecturer in business and labour economics at the Birmingham Business School, said in a statement. “The positive effects associated with informal flexibility and working at home offer further support to the suggestion that schedule control is highly valued and important to employees ‘enjoying’ work.”
When it comes to autonomy, the disparity between management and worker is apparent: 90 percent of those employees working in management reported “some” or “a lot” of autonomy in the workplace, while just 40 to 50 percent of non-management professionals surveyed reported experiencing autonomous working conditions. The remaining half of employees reported
If you think that your Facebook and Twitter profiles won’t be looked at when you’re applying for a job, think again. The vast majority of employers are now searching through candidates’ social media accounts as part of the hiring process, new research finds. A study from CareerBuilder revealed that 70 percent of employers now use social media to screen job candidates before hiring them, up from 60 percent a year ago and 11 percent in 2006. Many employers are also moving beyond social networks when checking out potential employees online. Nearly 70 percent are using online search engines such as Google, Yahoo and Bing to research candidates as well, compared to just 59 percent last year.
While the fear of having something embarrassing or negative discovered might tempt some job candidates to try and completely erase their online persona, employers say that strategy can backfire for many job seekers. One-quarter of hiring managers expect candidates to have some sort of online presence, and nearly 60 percent are less likely to call someone in for interview if they can’t find them online.
According to the report, job seekers frequently research details about on-the-job lifestyle factors, including benefits and schedule flexibility as well as