A recent practice we have reported on where employers specifically state in job postings that they will not accept unemployed candidates has ignited a bit of a firestorm and has some crying "discrimination." Some lawmakers are even moving to make banning unemployed job candidates…

Harris Interactive recently published a list of the most "reputable" companies based upon a survey that took 20 different factors into account, including social responsibility, financial performance, and leadership.  WANTED took at look at the recent hiring activity of the 10 most reputable companies.

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There are now four generally recognized generations in the workforce, each with its own attitudes and approaches to work. But they all have one thing in common - contracting is an attractive option for all of them, even if it may be for different reasons.

By knowing what’s important to candidates of every generation—AND why they like contracting—you increase your chances of connecting with those candidates, giving them what they want, and most importantly, placing…

As the government's crackdown on illegal immigrants continues, E-Verify could prove to be an employer's best friend.

E-Verify is the federal database that allows employers to check information from employees' I-9s against data stored by the Department of Homeland Security and the Social Security Administration. While currently only required by a handful of states and localities and of federal contractors, some employers are using it in addition to the…

When taking a look at your recruitment marketing funnel, you’ll notice 3-4 distinct points in the process where a candidate needs to ask themselves a question: “Do I continue on or do I drop off?”  It is these points that we call candidate conversion points.

Candidate conversion points are the stages in your recruitment marketing funnel where you either convert candidates to the next stage in the funnel or lose them.  Every recruitment marketing…

One of the continuing challenges facing the Recruitment function is moving from the traditional, reactive and primarily transactional focus to a proactive and enhanced recruitment model.

Think about when you sit down with your hiring leaders to scope a new open position and the role details.  When you ask the hiring leaders for a proposed start date for a new hire, how many of them responded with “ASAP” or “yesterday”?  How many of your hiring leaders complain about the time…

The most important decisions that business leaders make are not what decisions, but who decisions.

-          Jim Collins, Author of Good To Great

“Who is your number one problem. Not what. What refers to the strategies you…

I last wrote on unemployment in a March post, so when the latest numbers came out last Friday, I realized that it was time to address the topic again (and to once again forego writing about staffing software!).

The numbers, which reflect the U.S. job market in April, are rather confusing…

Inspired by Greg Savages post on his biggest stuff up in recruitment, I thought I would share my biggest mistake/favorite experience to date.

As most of you know recruitment takes some time, patience, learning and sometimes a thick skin to get to the end result. There is a lot more work involved than is sometimes perceived. My favorite moment encompasses all of these elements – last year 2010 I…

by Traci K and BrightMove Staffing Software and Recruiting Software

Sifting through resumes might be the least favorite task of any given recruiter.  It’s difficult not to review each resume while at the same time resisting that voice in your head critiquing each one.  Thoughts such as, “Oooh, I would not have put that on the resume”,…

I answered this question on LinkedIN today, and thought the response would be of interest to our readers:

At what point do startups need outside help to find the right people for their open positions?

Start-ups need outside help in recruiting under three circumstances:

1. The need for talent goes beyond the contact base of the founders and their acquaintances. This could be for greater technical skill, Sales execs who can establish…

Let’s start with a question: if you create Employer Branding initiatives but no candidate can find them, do they really exist?

Of course, they exist!  However, the real question is if they are useful.  And that is the case where you say they aren’t.  So what can you do to make these Employer Branding initiatives useful in your recruitment marketing strategy?  There are a few…

I recently stopped thinking about recruiting software long enough to Google “pre-employment personality test.” The top result was “How to Pass a Pre-employment Personality Test” at eHow.com.

Which made me wonder if pre-employment personality tests actually do any good.

I’ve never been a big fan of such tests. Tests that measure actual…

It’s time for final round interviews. You’ve made it past countless questions, reference checks, and more. It’s down to you and 3 others. The question is how do you stand apart from the rest when you are all equally qualified?

What hiring managers want to see during final round interviews is how potential candidates will fit into their company culture. Do the candidates have a personality? Are they serious or laid-back? Are they upbeat or quiet? Here are some pointers to keep…

Not too long ago I got a call from a recruiter who found my profile on LinkedIn and wanted to know if I’d be open to other opportunities. Being a recruiter myself, I generally like to hear from other recruiters. It is a way to survey, see what other people are doing and do a little market research at the same time, and of course, who knows, they might have an interesting opportunity.



This particular recruiter was pretty good, wasn’t speaking 100 miles an hour with their…

Situational Judgement Tests (SJTs) have been around for almost 60 years. They have become an increasingly popular tool in a recruitment process as they are able to assess job related reactions to situations that other assessments are unable to measure.

These psychological aptitude tests are designed to assess an applicant’s judgement when faced with certain scenarios. Strictly speaking, they assess a preference to make a judgement, but they can, to a certain degree, also assess…