What if I told you there was a beautifully designed HR themed e-zine out there, just jam packed with great recruitment guides, and that you could access it without even surrendering your email address? Sounds too good to be true, right? Well, the folks over at Imprimis Group have done just that. Their latest issue of HR Insights Magazine is out, and it's a doozy.
If you're not familiar with the magazine, here it is in Imprimis' own words:
Our premier magazine for Human Resources professionals – HR Insights! We’ll be sharing news and insights from industry thought leaders via the bimonthly magazine. We know you will find this publication valuable and a resource for your day-to-day HR circumstances.
This issue tees off with an absolute banger of a cover story urging talent acquisition pros to rethink traditional opinions on job hoppers. A series of brief stints at many different companies is enough to raise any recruiter's eyebrows, but our very own Kathleen de Lara suggests digging a little deeper to find some talent in some unexpected places. Here's one of the points she makes about perceived job hoppers:
One of the biggest gaffes sourcers and recruiters make when evaluating candidates is relying too heavily on listed date ranges as a way to categorize someone as a job hopper, and someone who meets the hiring manager’s criteria. Keep in mind not everyone formats their resumes or LinkedIn profiles the same way. Specifically, not all candidates will distinguish between which roles were a full-time or contracted job. Similarly, not all candidates make their former companies’ histories clear, for example, if the company was acquired, IPO’d, or didn’t have the resources to keep them on the team.
Who else is tired of reading about Millennials? Great news, Generation Z (born 1996-2010) is bringing up the rear, and they'll soon be a workforce to contend with and read about. Ira Wolfe, President of Success Performance Solutions, gives a brief profile of the eager young minds of tomorrow, explaining some of the economic factors and recent events that have shaped their views on careers:
Generation Z is coming of age during a time of rapidly shifting family demographics and social norms. For example, Generation Z’s era is one in which one out of seven stay-at-home parents is a father. Baby Boomers, on the other hand, largely grew up with wage-earning dads and stay-at-home moms, and many Generation Xers grew up in dual-career households. Also, thanks in part to high rates of Baby Boomer divorces and remarriages and the members of Generation X entering parenthood late in life, Generation Z is the first generation whose parents come from three different generations (Baby Boomers, Generation Xers, and Millennials).
Also featured in this issue are the murky issue of sorting out bad hires, optimizing application processes so as not to lose any candidates, and much much more. Click here to dig in!