Recruitment | Page 67 (757 items)

Graduate programs that separate recruitment from development are at risk of over promising and under delivering, says David Cvetkovski, national manager of strategy and delivery at Fusion Graduate Management Solutions.

A company that helps its workers to further their careers, not just within the organisation but also beyond it, has achieved "Best of the Best" status in Hewitt's 2009/10 employer accreditation program.

The economic downturn has forced employers "to do a lot more with a lot less" and a return to previous levels of spending is unlikely, says News Digital Media's executive director of emerging businesses, Michael Solomon.

Recruitment activity is picking up in the HR sector, but employers are maintaining a preference for contract rather than permanent hires, according to a Hays report.

Employers that opt to do their recruiting internally should still rely on agencies to fill high-volume and non-strategic roles, says US-based HR and recruitment expert, Kevin Wheeler.

When the budget for running staff surveys is tight, employers need to focus on where they can get reliable answers fastest, says Retention Partners director Lisa Halloran.

Employers that want to access top talent fast and develop leadership skills among existing employees should consider implementing an intern program, says Ernst & Young managing partner and people leader Lynn Kraus.

Romantic relationships in the workplace can create a legal "minefield", but policies that are too prescriptive can offend employees, send the wrong message and weaken a company's competitive edge, says HR commentator Kate Southam.

The key to taking your graduate program to "a whole other level" could be as simple encouraging managers and graduates to grab a coffee together, says Development Beyond Learning director Josh Mackenzie.

Employers should take advantage of probation periods to actively manage and assess the performance of new employees, says Freehills workplace relations lawyer Shivchand Jhinku.