Hospitality Sector Hiring Improves in 2012


Hospitality HRNewsUSA Today is 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”

Real Cost of Interviews in Recruiting [Infographic]


Cost of Interview in Recruiting Infographic from Sarah White:

Mobile Recruiting toolsSarah 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!

Infographic after the jump…

Continue reading “Real Cost of Interviews in Recruiting [Infographic]”

Raymond James HCM Newsletter Oct 2012


Raymond James HCM Newsletter Oct 2012The 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.

You can read the Raymond James HCM Newsletter here

Continue reading “Raymond James HCM Newsletter Oct 2012”

The Growing Value of Employer Brands [Infographic]


The Growing Value of Employer Brands

Bernard Hodes GroupTo highlight the increasing importance of Employer Brand Strategies, Bernard Hodes Group recently published a proprietary research report on The Growing Value of Employer Brands, and published a great infographic (after the jump).

 Highlights:

  • The responsibility for Employer Branding efforts lies most often with Human Resources (51%)
  • The most popular external resource for communicating Employer Brand is a company’s Career Site (78%)
  • For employees, the largest factor in considering an employer as attractive is Compensation (64%), while only 25% of employers share that opinion (Can you say disconnect?)
  • Employer Brand ROI expectations for employers include an increase in applicant quality (89%) and increase employee engagement (61%)

Lawsuit Questions “Essential Functions” of Job


Discrimination Lawsuit Against Alliant Energy Questions “Essential Functions” of Job

Human Resources Journal

From the HumanResourcesJournal:

Image: Human Resources Journal

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.

These essential functions were the crux of a recent lawsuit from a woman who alleged that Alliant Energy Corporate Services violated the ADA (Americans with Disabilities Act). Continue reading “Lawsuit Questions “Essential Functions” of Job”

Top Ten: Management Expectations Of HR


Ten Things CEO’s Expect From Their HR Departments
Employee of the Month Reserved Parking Sign
(Photo credits: myparkingsign.com)

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.

HR departments always seem to be on the losing end of a conflict; bearers of bad news. They are the messengers workers would like to “shoot.” Continue reading “Top Ten: Management Expectations Of HR”