By: Gary Miller & Denise Chludzinski
We all know that good candidates are darn hard to find AND they have choices. If you want to repel candidates during the courtship process, here are seven surefire ways to do just that:
By: Gary Miller & Denise Chludzinski
We all know that good candidates are darn hard to find AND they have choices. If you want to repel candidates during the courtship process, here are seven surefire ways to do just that:
Tags: Food & Beverage , Miller News
I believe the future is bright. I have the privilege of speaking with so many ambitious individuals who, each in their own way, are leading the charge. Nutritionists researching alternative ingredients to feed our animals, managing health and welfare with fewer antibiotics. Horticulturists finding new ways to grow crops indoors, vertically and year-round. Engineers who design RAS operations and allow Midwesterners to enjoy fresh Atlantic Salmon. Geneticist who can eliminate the gene for horns in cattle, eradicating the need for dehorning.
By: MRINetwork
Tags: Employer Resources
However, to build a truly winning brand -- the kind that candidates don't just notice but want to join -- you need more than mere name recognition. You need to portray the culture that wins candidates over as soon as they walk through your doors. Make no mistake about it -- potential hires begin diligently assessing business brands upon their very first interview. Actually, company brand assessment takes place even before that.
By: Gary Miller
Tags: Employer Resources , Miller News
Next time you need to land a difference-maker, consider a specialized Executive Recruiter. You're a busy executive with other priorities. Why not hire a "guide" to increase your odds of catching a difference-maker? In a year, they'll be snapping pictures of you and your award winning employee and you'll have that lifelong memory of attracting that impact player.
Tags: Employer Resources , Miller News
So why do we focus so much on what this person has already done? Why are we dedicated to matching resumes with job descriptions? Why do we focus on hiring the appropriate background instead of the right potential?
Tags: Employer Resources , Miller News
Consider what you share with your Doctor or Accountant. Imagine this. Your doctor asks how you’ve been feeling lately and you respond, “I’m not comfortable sharing that with you.”
By: Gary Miller & Denise Chludzinski
Tags: Employer Resources , Miller News
Finding the right job or changing jobs is right up there with the decision to get married, have children, or move. This is a scary moment for most of us as we typically don’t like change and as humans the fear of the unknown can be paralyzing. I think many of us, especially on the hiring side, forget this.
By: Gary Miller
Tags: Employer Resources , Miller News
Cost Per Hire is a traditional and widespread math equation measuring the investment that goes into talent acquisition as the numerator and number of hires over a given time period as the denominator. The total cost of the internal recruiting staff, referral programs etc. make up the internal costs. Job boards, advertising, recruiting firm fees, job fairs, college programs add to the external costs. Closely measuring this is sensible on the surface and most strategy is around the obvious question, ”how can we reduce Cost Per Hire”?
By: Gary Miller
Tags: Candidate Resources , Miller News
Taking on a new role encourages people to look ahead – planning the next months and years of their lives. So with a new job offer in hand, it’s not surprising that some people put little time or effort into making sure they resign from their previous job on a good note.
By: Gary Miller
Tags: Employer Resources , Miller News
This year we had the pleasure of sponsoring Control Engineering Annual Salary Survey, and as a sponsor, we were able to ask respondents a few proprietary questions that only we saw the results to. The question we asked of Engineering Professionals was about their attitude toward relocation. We were amazed at how many people said they would with 66% in total responding in the positive. Only 34 % responded reluctant or not willing.