When you’re plugging a new employee into COATS, there’s lots of data to enter. But there’s also tax information to be considered, and depending on the details, that could be a lot of information.
While some publications have published articles pondering whether social media is a threat to the staffing industry, a better way to look at it would be to view social media as the powerful tool it is and understand how it can strengthen your recruiting and sourcing efforts.
Social media is, of course, a means of communication, allowing you to put your messages in front of an audience that has consented to receive them. But unlike most means of communication, in social media, your audiences can communicate right back to you and let you know what they think about your messages, …
You might have thought that 2011 was an action-packed year in employment law, but if January is any indication of the year to come, 2012 is going to knock all our socks off (and then file an injunction ordering us to put them back on again).
Hopefully, you haven’t abandoned your personal New Year’s resolutions just yet, although we’d totally understand, given the year-end stress. Once the dust has cleared, it’s a great time to set fresh goals for your business. Think of them as business resolutions for the new year.
In staffing, we rely on businesses to trust us with one of the most important strategic elements of their business: hiring. And candidates are trusting us with one of the most important elements of their lives.
it’s important to have a day to say “thank you” to all the men and women who have served our country. But even better than saying “thank you” one day a year is helping veterans find jobs, especially in this economy.
You can use queries to get to know your candidates better as people and workers, to get an idea of what they value, how they perceive themselves and others and how they view their careers, and your position’s potential role in it.
You can help your interviews become a better tool for finding the right fit between your client and potential candidates by asking better questions. Today, we look at the stories you can ask candidates to tell.
Over this series, we’ve covered a lot of the ways that candidates can tell you, “I’m not that great a candidate, really.” But there are also two more subtle ways a candidate can remove themselves from the “Strong” category.
While skills testing and background checks can give you empirical data about a candidate, the information you glean from their interview is a lot fuzzier.
Reference checks and background checks are two separate things, but with one common goal: to find out if this person really is who they say they are.
While employment history is often the focus of candidate reviews, skills are just as important—if not more so. A good resume will help a candidate get a job, but only skills will help them do the job.
You’re bound to interview lots of candidates who have been unemployed for some time, so learning how candidates handle unemployment will tell you a lot about them.
Whether presented on a resume or an application, where a candidate has been is often used to gain the most knowledge about where they could possibly go.
We’ll be doing a seven-part series over the next few weeks, sharing tips for finding the diamonds in the rough of your waiting rooms. And we’re leading off with one of the most obvious sources of great candidates: referrals.
Between graduation and the end of another school year, the labor pool is experiencing its usual summer swell. What an awful time to be in staffing, right? Wrong! The summer and its tidal wave of job-market newbies can be a great opportunity for staffing firms.
If you’ve wondered how best to hamstring your employees, alienate your strongest players and otherwise guarantee the failure of your business, organizational psychologist and consultant Ben Dattner believes he’s found the secret: create a culture of blame.
No matter where you fit within your staffing company, you can take steps to reduce your stress. Here are some ways to do that, from accentuating the positive to taking good care of your body to deciding if all those to-dos really need to get done.
Stress isn’t just damaging to your employees’ health, it’s damaging to your bottom line. Engaging your employees can result in better work, fewer missed days and sick costs and a healthier company in every sense of the word.
One of the January business activities that tends to draw the least enthusiasm is the checking and potential changing of the posters that employers are required to display by federal and state governments.
