Happy Friday! Take a look at this week’s must read articles for recruiters:
Panera is losing nearly 100% of its workers every year as fast-food turnover crisis worsens (Read @ CNBC)
If you think it sounds like a mathematical impossibility for a company to lose more than 100% of its workers every year, youve never worked in the fast-food industry. At fast-food restaurants, losing 100% of employees — and then losing still more of the employees hired to replace those workers — is a common, and worsening, labor problem.
Open the Door to New Talent with These Unconventional Candidates (Read @ Indeed)
Here’s a familiar story: Business is booming, and it’s time to add a new member to the team. You want to find someone who has the right experience, is a leader and wants to grow within your organization. But amid a tapped-out talent pool and stiff market competition, you’re struggling to find the right fit.
Can I create a different hiring process for Interns who do not need an I-9? (iRecruit Customer Questions)
At iRecruit we get many questions sent in by customers. We thought we would share some of the questions with you on our blog. iConnect is an add-on module for iRecruit Applicant Tracking Software that allows you to communicate with candidates and new hires. iConnect eliminates (or vastly reduces) the paper-heavy aspect of hiring.
Multiple Internships Give Job Seekers the Edge — Here’s Why That Matters to Candidates, Recruiters, and Employers: (Read @ Recruiter.com)
At a variety of conferences and meetings of career centers over the past few years, colleges and universities have expressed their plans to invest in new internship programs and increase the sizes of the programs they offer. At higher education institutions across the country, students are being encouraged to pursue internships to build experience, develop professional networks, and access recruiting pipelines.
Recruiting in Europe? How Talent Acquisition Differs Overseas (Read @ ERE)
When we talk about regional differences in employment regulations, the uniqueness of the American at-will employment contract often comes up. In most other countries, to avoid risks of wrongful termination, a more significant set of regulations usually come into play before a due process in terminating an employee can be considered complete. What doesn’t come up as often, however, is that similar regulatory differences apply when it comes to recruiting talent abroad versus in the U.S. In some European countries, for example, companies are required to post and recruit for a new job opportunity internally first, before seeking to attract external talent.
Hire Leaders for What They Can Do, Not What They Have Done (Read @ HBR)
Fifty years have passed since the publication of The Peter Principle, but its rule still applies today. “In time, every post tends to be occupied by an employee who is incompetent to carry out its duties,” noted Laurence J. Peter, the educator behind this famous work. His theory postulates that most competent people are promoted until they reach a position that is above their skill level, at which point they cease to grow.
Employer ‘ghosting’ problems grow (Read @ HR Dive)
The twist is that employers are now experiencing from candidates what job seekers have complained about in the past. Job seekers have historically complained about being ghosted by employers, who they said did not acknowledge applications, failed to call back to arrange an interview or did not inform candidates about a hiring decision.
Why Employers Should Stay Connected to Former Employees (Read @ HR Daily Advisor)
In today’s workplace, where more than 20% of workers change roles every year, staying connected to former employees (who weren’t excused due to poor performance or policy violations, of course) is becoming extremely important. And if organizations don’t stay connected to their former employees, they might fall behind their competitors.
Why it’s time to include compensation ranges in job postings (Read @ Fast Company)
Changing jobs is one of the most significant decisions we make. It’s right up there with deciding to get married or buy a house. And for most job searches, the process goes something like this: You draft a résumé that captures your experience. Then you browse listings on career sites and job boards, hoping to find an opportunity that aligns with your ideal location, industry, and experience.
Most candidates favor face-to-face job interviews (Read @ HR Dive)
In key survey findings, 59% of respondents said that in-person interviews are the only way to gauge a new job opportunity; (37%) said virtual interviews limit connecting with the interviewer; and 17% said virtual job interviews offer too many chances for technical difficulties.
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