When they have jobs to fill, here’s one place companies are spending more time looking for candidates:
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Tags: Economy, internal recruiting, promotions, transfers
Here’s a situation that’s ripe for conflict: A young star rises through the ranks to become a manager — and is now in charge of employees significantly older than him.
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Tags: employees, generations, managers
Choosing candidates for promotions is a tricky process — even the best employees don’t always continue to shine as they move up the corporate ladder. Here’s how HR can help management identify rising stars and weed out the duds:
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Tags: internal recruiting, managers, promotions
Predicting an employee’s success is one of HR’s toughest jobs — and that includes hiring or promoting for a managerial position. Here are some of the common reasons new bosses fail:
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Tags: new managers, promotions, training
One side effect of the economy: You’re likely to get more resumes from formerly upper-level employees willing to take a few steps down the ladder because they need work. Should you hire those overqualified candidates because of their valuable skills and experience? Or will they just be dissatisfied and quit?
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Tags: career change, overqualified
Experts say more phony resumes could appear now that more people are desperate for jobs. Here’s one way to spot the lies.
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Tags: background check, executives, resume fraud
Obviously, companies want employees who know what they’re doing. But are there cases where hiring candidates with too much experience can backfire?
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Tags: culture, experience, Wharton
It’s often said that employees in different age groups want different things. Does that mean companies should change their compensation packages accordingly?
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Tags: benefits, compensation, generations
Whether you’re hiring from outside or promoting from within, companies have a lot riding on putting the right people in supervisory positions. How can HR help identify the best leaders for the organization?
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Tags: Hiring, interview, promotions, supervisor
Third party recruiters can help HR find candidates for tough-to-fill positions. But not if both sides don’t take steps to keep the relationship productive.
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