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The conversation on the gig economy is often directed towards talent recruiters, HR managers and team leads but for the freelance relationship to be successful, organizations need to cultivate a genuine project mindset across their teams.
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It's a new year and in the new year, people start thinking new beginnings: "It's time to start looking for a job." The problem is, how can you make your resume stand out amongst all the others? How can you be the chosen one? Here are five tips to make your resume stand out in front of the virtual crowd.
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Failing to access leadership character can clearly be expensive. As Ivey Business Journal recently pointed out, fraud resulting from mismanagement at Wells Fargo has already cost the bank about US$300 million in fines and pre-settlement investigative costs while wiping out something like US$6 billion in shareholder value.
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If you have undertaken the delicate task of attracting talent and recruiting that talent, you will have been faced with the challenge of producing descriptive and enticing job descriptions. A well-written and accurate job description will attract the right level of talent that your organization deserves. At the same time, a poorly-written description will send out the wrong signals and bring in the wrong people. Avoid these mistakes at all costs.
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Job posters, your style could use a refresh. In the last 10 years, our entire way of communicating has been revolutionized by social media--Chevrolet went so far as to issue a news release in all emoj...
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n the early days of 1-800-GOT-JUNK? my hiring decisions were based on convenience: Are you my friend? Do you have a pulse? Can you drive a truck? I was desperate for bodies and hired almost anyone who came along. Hiring this way worked in the short term, but ended up being a disaster.
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Everyone is talking about millennials: How do they work? What do they want? How do we hire them? How do we keep them happy? All these questions are for good reason: in a decade they will make up three quarters of our workforce.
The HR sector, employment and recruiting world are constantly evolving. And so are the terms that define the industry. You have probably already noticed, we no longer speak only of recruiting but also of staffing and talent acquisition.
Human resources and corporate culture have been drastically changing in recent years and Vancouver technology companies are leading the way in this transformation. In the past decade the very purpose and focus of human resources departments has been shifting.
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We made the mistake of overlooking the "fit factor" before, and morale and productivity plunged. It was difficult to turn it all around. Now we prioritize compatibility during the hiring process -- we want people who work hard and play hard together. Attention to culture fit has not only made our company a better place to work, it's boosted our ROI.
It's often said that the best companies do more than just survive a downturn; they also position themselves to thrive during the subsequent upturn by making investments that enable them to grow when the economy rebounds. The same strategy can be applied to your career.
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A strong employer brand supports the bottom line by turning employees into brand ambassadors. When they're proud of what they do and where they work, employees can help attract more talent and more customers to your organization.
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Has your workplace seen an influx of millennials in recent years? If not, chances are you will in the near future. A mix of generations in the modern workplace often leads to a shift in the way that employees prefer to learn, resulting in a need to address different learning styles and varying preferences for consuming media.
I meet with HR as often as I eat breakfast and they have some movie-making stories to reveal about the candidates they meet. So I sat down with Tara De Jonge of 2020 Inc.in Montreal, to get the story straight from the horse's mouth because I know, as much as I say it, it's not the same coming from her!
There is no denying there is a lot of displeasure regarding how candidates are treated and there is no doubt in my mind some agencies should be shut down! But even the best of the best of us out there are double-edged swords. We are great when we have something for you but useless if we don't and this is not our fault.
We are all human. The person who runs a small company or one from a large conglomerate is still a human and humans make mistakes. Now as much as they will never admit it to you they admit to me, they make mistakes. Here are the top regrets CEOs and hiring managers have when making hiring decisions.
The departure of Twitter's CEO Dick Costolo opens up new and exciting opportunities for the microblogging social network. Twitter is falling behind its social media competitors in attracting new users and keeping users active. The time is right for a new CEO and both investors and Twitter users are wondering what's next for the company, and what the next permanent CEO might look like.
The talent headhunting phenomenon began informally with well-connected former industry executives with big rolodexes and great contacts. In those days, searches were simple: You needed someone and headhunters put calls out and found someone. Today, an effective search is much more sophisticated, yet myths continue to dominate.
Any way you cut it, the process of hiring employees that are the best fit for your company can be arduous and stressful. And with so many people looking for employment, we can expect that identifying the right candidate for the job will only get more difficult. Here are a few strategies we've been using.
Recently I had the opportunity to hear Dan Pink speak at an event. Something he said has been banging around in my mind for days trying to escape to my blog: "Organizations need talent more than talen...