Recruitment | Page 55 (760 items)

The 'B' candidate an employer settles for will never be as good as the 'A' they really wanted, so employers should go to lengths to ensure their recruitment process doesn't turn people off, says recruitment specialist and trainer, Jason Elias.

A bad hire can cost your organisation up to three times the role's salary, so why risk getting it wrong? Watch this webcast to learn how to prepare for and conduct effective recruitment interviews.

Too many organisations are "externalising" and blaming the market for their inability to attract great candidates, when really they need to hone their recruitment practices, according to the former UK director of Flight Centre, Mandy Johnson.

In the face of unprecedented change, rising disengagement and inflated employee expectations, employers need to build brands that "cut through the clutter" to engage people, according to marketing expert Dan Gregory.

Casuals, contractors, labour hire and fixed-term employees can be a valuable asset to an organisation - or its biggest risk. Watch this webcast to understand which factors to consider when deciding to engage the various types of contingent workers; and more.

Faced with a shrinking talent pool, Konica Minolta has gone back to basics and launched its own trainee program, targeting people of all ages without tertiary qualifications.

Discrimination based on workers' looks is alive and well in the Australian workplace, according to an academic, who says HR professionals should be aware of "lookism" in order to avoid its associated risks.

Leaders at the coalface of Australian businesses are strong on technical know-how but weak on people skills, and having a negative impact on team member engagement, productivity and retention, two recent surveys suggest.

Employers relying on traditional workforce planning models to predict and meet talent needs will find the task impossible before long, according to talent expert Kevin Wheeler.

HR has traditionally been good at collecting operational metrics, but less so at using this data strategically to inform workforce planning decisions, according to a talent management and recruitment specialist.