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With engineering enrollment at colleges and universities on the rise, there is no shortage of Gen Y talent in the IT sector. However a traditional recruiting approach won’t necessarily work in finding the right person to fulfill your needs.
The Clear Focus Q3 Hiring Forecast results reveal the potential loss of key employees in the next 12 months. This was reported by 27 percent of accounting and finance hiring managers in the greater Chicagoland and Florida. Compared with results from the prior quarter, this number is up from 19 percent.
As a growing organization (especially if you’re small to mid-size), talent management should be a key consideration within your business strategy. If overlooked, it can quickly become problematic, and potentially harmful to your business.
Finding and attracting top accounting and financial professionals to fit comfortably within your organization’s culture is a challenge. We’ve discussed how creating a good candidate experience is crucial to retain top talent, and it is especially important when you consider Gen Y candidates.
Businesses, both large and small, hire temporary employees. When a position becomes vacant unexpectedly and you need extra hands on deck so there aren’t any hiccups in day-to-day business, many businesses turn to temps.
According to the U.S. Bureau of Labor Statistics, the unemployed persons per job opening ratio have trended downward since the end of the recession and were 3.3 percent in January.
Now that business are hiring again, it’s important for managers and recruiters to position themselves in a manner that appeals to quality candidates.
There are many factors to consider when interviewing a job candidate. Typically you have less than an hour to create a first impression and decide whether or not the person should move on to the second stage.
Add to that, according to Mashable, the average employer may receive upwards of 100 applications per job opening!
With that many applications, it’s important for hiring managers to look beyond the resume.
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