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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.

A large part of how successful your recruiting efforts will be is based on how well you can read a candidate. This includes understanding more than just what they’re looking for, but what motivates and drives a particular candidate to take action.

In his article The Most Important, Most Overlooked Hiring Question, Ray Silverstein, founder of PRO (President’s Resource Organization), points out the necessity of exploring an applicant’s core values and ensuring that they match that of your organization.

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

Following a year of economic pressure on companies’ recruitment and talent management divisions, 2014 is prediction to bring the much needed winds of change. But what should HR leaders be focusing on in this upcoming year?

For any company wanting its employees to grow, develop and adapt, supplying them with quality, meaningful feedback is an absolutely essential requirement.

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.