Recruiting is a long, arduous process during which HR departments are tasked with narrowing down a candidate pool that will often look quite similar on paper. Two of the most important factors guiding this process are personality, and skill level.

How important are these characteristics in a job candidate, and how can recruiters prioritize them? In this article, we take a look at the value of both.

In today’s employment landscape, it is not uncommon for literally hundreds of people to apply to a single job opening and walk away unsuccessfully. Job hunting takes most candidates months to navigate and doesn’t always result in a favorable outcome even after all that time and energy. Because of this, it has never been more important to be well-equipped for the job search process. One huge component of job search readiness is, predictably, a resume. However, most job seekers don’t spend the time and effort required to make sure their resume is effective.

It’s never been a better time to get into digital marketing. Every business needs an online presence of some kind and the different options for advertising and digital content are growing all the time. The downside of this is that there’s almost too much to learn!

If you want to get into the field of digital marketing, it’s important to make your resume stand out. Digital marketing certifications can show that you’re proactive and want to continue learning throughout your career. If you’re just starting out and you don’t have much work experience, getting certifications can be even more critical.

Project managers oversee large projects that can define your organization’s success or failure. Because of this, it’s extremely important to be careful when hiring project managers. You have to trust them to lead their teams to success, manage a budget, and meet deadlines. It takes a special person to be a good project manager.

With that in mind, what should you look for when you’re hiring a project manager? What skills and personality traits will predict success? Here are some things to keep in mind

Since the beginning of the COVID-19 pandemic, more companies have been moving away from full-time, in-person staff out of necessity or convenience. This is great news for people who want to spend less time commuting, but it does present some new challenges. Communication can be more difficult when working remotely. It’s a different vibe from working in the office and you have to be even more proactive about connecting with colleagues about the projects you’re working on. Hiring practices are different too. If you’re looking for a remote job, you must be prepared for different questions than you’d be asked in person. Here are some questions you might come across when interviewing—and how to ace them.

Today’s employment landscape is turbulent. As it weaves through the aftermath of COVID-19, it is also navigating the ongoing effects of continued globalization, increasing technological change, gig culture, remote working, and other widespread phenomena. This makes it more important than ever for recruiters to stay on top of their markets, talent pools, and strategic operations.

Most employees see work as nothing more than a means to an end. Oftentimes, the main, if not the sole reason employees keep their job is for the paycheck. Of course, money is important as it allows people to gain security, have living accommodations, and buy food to eat. Though this is the case, working at a job that one finds no meaning in can have a slew of overlooked negative consequences that can affect one’s ability to be happy.

Graduate students looking to advance their career, or even transition into a new one, can benefit tremendously from networking. Studies have shown that around 70% of jobs aren’t posted online, while a whopping 80% of jobs are filled through networking.

Given this telling information, networking can be a vital skill for graduate students looking to land their next job. Here are some tips for graduate students looking to bolster their networking skills and land their next job.

Today’s average workplace often looks very different than it might have looked ten years ago. The hugely affecting events of COVID-19 accelerated a trend that was already well in the works - the shift from conventional work happening at a location with all your coworkers, to the development of remote work arrangements.

“Telework” takes countless forms. It may be fully remote or look like a hybrid model of some kind. If your business involves working with remote employees, you’ll have a sense of how remote working changes conventional employer/employee/team member dynamics. Because of this, it’s important to be aware of certain aptitudes that are more important for remote work situations when hiring employees who will work remotely.

As a human resource manager, you’ve got a lot of responsibilities to deal with on a daily basis. Hiring, however, is one of the most important responsibilities of all. After all, hiring the right (or wrong) people can make or break a company’s success.

With that in mind, you need to be strategic in the way you approach the recruiting and interviewing process so you can filter the candidate pool and find the best fit for each role. Here are some factors to consider as you continue to build up the team within your organization.