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Although HR is responsible for the hiring strategy that will ultimately help grow the company and make it successful, HR executives often complain that they do not feel as if they are not viewed as strategic leaders within the organizational hierarchy.

What is the skills gap, how is it affecting the growth of American Companies, and what can employers do to find the right employees? How can you, as a company, overcome the gap and provide long-term company returns?

Strategy versus culture. Culture versus strategy. The age old battle. Recruiters, human resource departments, and companies as a whole have struggled to understand and agree on which is more important to bringing overall organizational success. But what can you do to ensure that you are properly cultivating both?

It is estimated that the average recruiter spends just 6 seconds looking over a resume and a typical job opening in the corporate setting will receive about 250 resumes. This means you have very little time to stand out against a whole lot of competition.

The degree to which employees in your organization are “engaged” (meaning truly committed to an organization’s success vs. “doing a job”) has been shown to have a direct impact on profitability. A motivated, engaged and well-trained workforce can help increase value-added revenue per employee by $5,000 to $10,000 and sometimes even more.

In this post, we will take a look at another game changer for recruiting- the career site.

Don’t be mistaken. No matter where you are in your career, you should always keep your resume up-to-date.

Now that you’ve completed the often tedious and frustrating search and interview processes, you’ve found “the one” and you’re more than ready to put an offer on the table as soon as possible. Wait- not so fast. HR managers must keep in mind that once you extend a job offer, the balance of power now shifts and the candidate is in control.

In this upcoming year, many provisions of healthcare reform are set to take place including incentives for wellness programs offered employers. These health management and wellness programs address the need for a healthier workforce, as well as how it affects increasing health and productivity costs.

When looking over a candidate’s resume, an HR manager can instantly know his or her qualifications, certifications, years of experience, and work history. However, is there any way to look over candidates on paper and know how they will fit into your company’s culture?