Blog

Let’s face it, not many people can predict the future very accurately, especially not hiring managers.

In a robust economy, many organizations are eagerly seeking new talent. However, some companies do not have the time or resources to orchestrate the hiring process, let alone finding the right candidate.

It’s no coincidence that the same CFO job position is still lingering on the same company job board. In a new WSJ report, recruiters explain why the hiring process has slowed down and why jobs are staying vacant longer in the U.S.

Not all CFOs aspire to be a CEO in their future career move, and not all who aspire achieve, but among those CEOs leading Forbes Global 2000 companies in 2015, 13% have come from the CFO role, and 18% have come from senior finance positions.

Year after year, companies have slowly ditched the traditional performance review. The reason? Management hasn’t noticed improvement after appraisals were given.

Succession planning, finding a qualified individual to continue the success of your company, is one of the most complex and stressful tasks for any manager or executive.

With such a huge focus on both ends of the business spectrum—established enterprises and fast-growing startups—many in Illinois fail to realize one of the most important pieces of the economy, responsible for 31% of employees in the state.

You know social recruiting and you know employer branding, but there is one thing that employers have ignored in their quest to source both passive candidates and active job seekers. That secret? Content Recruiting: The practice of using content marketing to brand and promote your company, and acquire and retain top talent.

Starting to notice more vacancies, fewer employees, and more resignation letters? More and more people are changing jobs, and hiring managers are scrambling to keep up. It’s a fight for talent, and the best candidates will not be around for long when they hit the market (if they hit the market at all).

Even the smallest companies have the tools available to them to engage, acquire, and retain employees. Maybe you don’t have a private chef, or a Nordic country level time-off package, or even a ping pong table, but there are ways to keep the best employees from leaving in 2015.