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Planning clinical trials is challenging. A significant portion of clinical studies cost more than $100 million each and last several years. By any standard, this is a major capital investment, [...]

Fidelity Investments reported it continues to hire new employees to stay ahead of customer growth and engagement. According to a media release, recent market volatility and an increasingly complex economic [...]

Byline: Kristin Broughton As Bank of America embarks on a big retail expansion, it is making the hiring of front-line bankers from low-income communities a priority. Like several big banks, [...]

Here's one natural disaster the nation's utility executives can see coming: a tsunami of retirees that could swamp the economy. The electric power industry estimates 30 percent to 40 percent [...]

The U.S. government's End-to-End Hiring Roadmap, a plan to enhance its hiring processes, is outlined. The Roadmap is aimed to address federal agencies' workforce planning, recruitment, hiring, security and suitability, and orientation. Its position with respect to existing strategic human capital management proposals and chances for successful adoption are also discussed.

A company's image and brand, which communicate its attributes and interaction with employees, are seen as key issues to attracting top talent. Details on how employers can create brand differentiation with benefits packages and training offerings among other are discussed.

Companies are also encouraged to provide flexibility and choice and learning and development opportunities to prospective employees so as to attract them. Details on addressing work environment issues, such as culture, values, leadership and engagement among others, are discussed.

Before hiring a new worker, companies often do a background check. They sometimes also try to assess a candidate's honesty or propensity for the job through standard tests. They do [...]

Technology can improve efficiencies and productivity for businesses; however, there are things that technology can't do--especially in the area of corporate recruiting. When the subject is how to most immediately [...]

The ebb and flow of business can make it difficult for a company to maintain a consistent recruiting strategy and budget. A business slow-down may leave in-house recruiters expensively twiddling [...]

Two years ago Geoff Blanco needed to hire an experienced salesperson--fast. The vice president of sales and marketing at Chicago-based business consulting firm Doculabs Inc. fielded a flood of candidates […]

As the economy begins to improve, many employers are--for the first time in months--seriously considering the prospect of hiring new employees. What a relief to be adding staff, rather than [...]

Imagine, as an employee, being able to handpick your co-workers. The result is bound to be a stronger, more cohesive team that shares the company's culture. That's just one of [...]

* Staffing shortages and increasingly complex patient populations are challenging nursing leaders to recruit and retain staff while maintaining and improving competency. * The Performance Based Development System (PBDS) is a tool used to measure critical thinking, technical competence, and interpersonal competence. * Using the PBDS, the author compares various methods for recruiting, developing, and retaining nurses. * Strategies involving approaches to "grow your own" using ex-tern-type programs showed mixed results in improving competency while internships and cross-training programs showed positive results in improving competency. * Recognition and reward systems also proved cost-effective in improving competency by adjusting wages for improved performance. * The study reveals that sign-on bonuses do not attract staff that is necessarily more competent and that refresher programs do not appear to change overall competence., THE YEAR 2000 brought not only a new millennium but also, in the reoccurring cycles of nurse shortage versus surplus, yet another shortage. Little is different and most is the [...]

DOES YOUR COMPANY truly believe, that hiring the best people begins with recruiting the right candidates? It had better if it wants to survive the technical advances, market pressures, and [...]

This article discusses the global search for talent in the aeorspsce industry. Even though the market is tight companies still look for employees with the right attitude as well as technical skills. The article contains charts and graphs describing aerospace employment throughout the world.

Subjective factors must be incorporated into the hiring process so that the people chosen are well-suited to their jobs. Problem employees sometimes are the result of 'bad fit' with their occupations. People are more than just a collection of technical skills and degrees and companies commit a mistake when they hire 'brains in a jar.' However, the inclusion of subjective factors into employee recruitment is fraught with legal risks. Still, the legal risks must be balanced against the business risk of avoiding them., When you hire a brain, it usually comes with a personality. So why not examine that, too, when recruiting? Think about your last few hires who didn't work out. On [...]

Manufacturers' agents should view the task of hiring new people as something similar to that of buying new cars. Just as consumers create a mental picture of the cars they want, so should manufacturers' agents visualize the kind of employees they need. However, most employers fail to realize that recruiting new employees also involves buying the services of the people hired. Also, most of the serious errors in selecting new workers are done during job interviews. Employers should interview job applicants thoroughly and learn to read between the lines when assessing resumes.

Corporate managers should develop a set of guidelines before using a recruitment agency. These include determining the agency's ability to draw qualified candidates, using more than one agency to improve selection, and examining the agencies' fee structures and terms. Using a reputable recruitment agency can save managers time and effort in filling positions.

The services provided by search firms are discussed. These include locating, attracting and selecting key talents for their clients. However, before these can be undertaken by search firms, client-companies must clearly establish what kind of employees they want to have. This they can do by forming a search committee which will closely coordinate with the search firm. The personal screening assessment, candidate interviews and selection will be spearheaded by the search firm in coordination with the search committee.

The early returns are in on Port St. Lucie's latest attempt to build the job-rich business core its founders, the Mackle brothers, failed to include when they created the community [...]

Faced with the problem of conducting a national recruiting effort to fi11 a critical Pension Financial Manager position, the city's human resource managers used a project management approach to identify […]

Salespeople: Getting the best for less Ad director's fantasy: You are the ad director at Fortune, where you have talented sales reps inundating you with unsolicited resumes, and you have [...]

CEO EVALUATIONS are becoming standard at boards in corporate America, but there's no evidence that the tool is living up to its potential usefulness. In particular, when it comes to [...]

While this want ad may not resemble the wording of a job announcement any NTCA member would use when looking to hire a technical employee, it is what many prospective [...]

As the pool of available and qualified nurses shrinks, hiring the right person becomes even more important, particularly in the surgical services department, which has one of the largest expense [...]