Around 385 million working days are lost annually due to workplace conflicts! These conflicts largely arise due to problem-focused mindsets that aggravate situations rather than solving them.
The true strength of a workforce is tested during a time crunch or work crisis. But this is also when most employees fail to adopt a solution-focused attitude.
The worst-case scenario for a company is when there’s a challenge, but employees refuse to collaborate. They need to be reminded that it’s the solution they’re seeking; pursuing the problem will only create more damage.
Along with mounting global issues such as climate change, population growth, and food shortages, employment prospects don’t seem to be getting any better either. The problem lies in inherent hiring challenges that recruitment companies face.
If you have been using those overused jargon and clichés in your resume to get the attention of hiring managers, this time you should try describing your achievements instead. Many job seekers go a little too overboard with their creativity when it comes to choosing the right "corporate buzzwords."
There are many other things that make the hiring managers cringe, and we've compiled all of them here. To identify what could be wrong with your resume. Read on!
The incorporation of artificial intelligence in almost all fields of life is thrilling and frightening at the same time. While it’s exhilarating to think of all the improvements, it may bring into our lives—from planning what to cook, to performing complex medical surgeries—it’s also frightening when we look at its effects on human interaction.
In 2018, the Pew Research Center interviewed some experts belonging from different industries and professions, to learn about their views on artificial intelligence and its impact on humans in the next ten years (2030). 362 out of 979 experts warned about its implications on the human connection.
Spot-on job descriptions are crucial to bringing in the right talent into your organization. Many companies create job descriptions that only convey the technical skills they require on the job - and they believe that their job descriptions are good enough.
IDENTIFY THE WHAT, HOW, AND WHY
Once you’ve picked out the people who’ll be helping you with writing the description; identify the What, How and Why.
We’re living in an era of globalization, technological transformations, and multicultural diversity. And it’s nothing new that these factors have had a significant impact on organizations, their strategic models, and the customer behaviors. To stay relevant in this highly inter-connected and competitive landscape, businesses are already embracing the new market dynamics. But what’s that one thing that most companies are overlooking? Read on to find out!
Top Tips For Attracting Millennial
They’re young, motivated, career-driven, and bring fresh talent into the company. This is a great way to invigorate the work environment with new talent and ideas.
Sources have confirmed that millennials are expected to make up 75% of the workforce by 2030. This is not unexpected news if you’ve vetted millennial candidates and seen how vastly talented they are!
Regardless of how saturated the job market gets, job seekers will not hesitate from dropping out of hiring processes that appear lousy. While, for them, this may mean staying unemployed, it means a vacant position for employers. This is not an ideal scenario for worker-intensive corporations, and it’s a sign that they need to renew their hiring process.
A recent survey has revealed that 57% of the working population between the ages of 18 and 34 attested that changing jobs frequently was healthy for their career.
It’s true that the modern job market is starkly different from how it worked during the time of Baby Boomers. At one point, professionals believed in dedicating their entire career to one organization, at one desk and one seat. This, however, is far from the current reality.
Headhunting vs. Recruiting: What’s the Difference?
Although the terms ‘recruiting’ and ‘headhunting’ are used synonymously, there are some unacknowledged differences between them.
The baseline difference between the two is that recruiters pick promising candidates from a pool of active job seekers or applicants, whereas headhunters approach acclaimed professionals themselves.