USA Todayis reporting an increase in the restaurant and hospitality sectors, as economic conditions improve throughout the U.S.
People are still reluctant to tale long, out-of-town vacations, but sticking with ‘staycations,’ treating themselves to fine dining and drinks closer to home. This trend is resulting in more hiring in leisure and hospitality industries, according to the Bureau of Labor Statistics. Continue reading “Hospitality Sector Hiring Improves in 2012”→
Sarah White partnered with Video Interviewing Provider Wowzer and, surveyed recruiters, HR professionals, hiring managers and candidates, getting their thoughts on the interview process – the things that work, what doesn’t and what areas need to be addressed.
The finding give a clear idea of the hiring process and why recruiters are VERY busy!
Recruiters have 22 open positions and 3100+ resumes to review at any given time.
A position is open on average for 45 days.
It takes someone 5 1/2 hours per opening just to schedule phone screens.
Video calling/meeting services have been well adopted by recruiters, hiring mangers & job seekers outside of interview process.
These figures show how tools like software-as-a-service; online hiring and acquisition tools; and human resources management programs can save time, headaches and MONEY!
The Raymond James Human Capital Monthly Newsletter provides a comprehensive overview of sector-specific public company performance and relative trading multiples, recent M&A and financing transactions as well as other important events that have taken place in the sector.
From a business model perspective, it spans Human Capital companies across software/internet, outsourcing, transaction/data processing and staffing services.
To prove that an employee has been discriminated based on a disability, a person must show a failure for providing reasonable accommodation. But that person must also show that he/she can perform essential functions of a job if reasonably accommodated.
For the Human Resources professional, they always seem to be working two sides of the same coin.
On one hand, there is the idealistic nature of HR—an essential part of a corporate vision. They are the people who effectively recruit, hire and encourage talent to become valuable team members and elements of a positive, nurturing corporate culture.
However, more often than not, HR staff is pressured by management to be acting as the enforcement arm of the company. They are relegated to be the keepers of order in the workplace; often being the “bad guys” of the office — referees in personality clashes or “den mothers” to discipline employees.