Summary: These four articles highlight the new age of the worker and how they study companies and their brands as well as how they treat their employees before contacting HR, let alone growing through the recruiting process.
Summary: These four articles highlight the effects technology has on recruiting and inside businesses as a whole.
Summary: These articles highlight who the top workers are in a business setting, and the steps they’ve taken to achieve the interoffice status they enjoy.
Summary: These four articles highlight the need for companies to have processes to increase the productivity of their employees to help ensure higher profits.
Summary: There are seven key traits that companies look for in employees to ensure they can be team players when needed.
Summary: These four articles highlight the need for a company to be attractive to job seekers, through strong recruiting, retention, particularly of interns.
Summary: These four articles give employers insight on how to hire young workers and improve their experience in any organization.
The job description does not focus on describing the informal work, social, political, and other relations and behaviors with which workers typically are involved. Its emphasis is on planned, formalized, and anticipated work roles and behaviors. The informal structures and processes that emerge spontaneously in any organizational setting may be elaborately described with appropriate socio-metric techniques, but the job description is not the place for this material.
Summary: These four articles outline some of the work-related adversities an employee or job seeker can face.
Summary: Here are four articles that outline every company’s need for an agreeable culture.
Summary: Here are four articles that reflect the generational changes in today’s workforce.
Summary: Find out how leadership, mentorship, and recruitment fit together in these articles.
Summary: The workforce is constantly changing due to technology, diversity, and other factors, and HR must change with it. Learn more about how HR is changing in these articles.
Summary: What kinds of discrimination are still present in today’s workplace? Find out four cases of discrimination still happening today.
Summary: What kind of an impact will Google for Jobs have on the recruiting industry? Find out in this article.
Summary: How will Google for Jobs affect the hiring and recruiting market? Find out in this in-depth article.
Looking at job descriptions will allow one to identify similar jobs and, thus, employees with similar interests, skills, time constraints, physical work locations, and such. Job description will suggest who might be drawn to serve in permanent or temporary labor pools. In labor pools, all workers work together processing a particular category of tasks. The employees distribute tasks among themselves such that work loads are generally balanced and such that given tasks are allocated to those best qualified to do them. If it discovered from job descriptions, for example, that a number of secretaries in the organization perform essentially the same kinds of duties, it may be wise to move these secretaries into one physical space to process the work of many different managers. With a pooled rather than department arrangement, fewer employees will actually be required to get out a given volume of work.
If the job descriptions in a manager’s domain show that jobs are significantly different from each other, it is likely the number of jobs the manager should supervise is relatively small. If, on the other hand, job descriptions show jobs to be considerably alike--similar kinds of work requiring similar skills--it is likely the manager should supervise many of them.
Becoming attached to a position can happen when staffing for certain positions cannot be found, or when workers are out sick or on vacation. One employee may have to cover other positions while performing his or her own regular job, but the employee's job does not change during this effort. The job stays the same. It is just that now the employee has other jobs to fill in addition to their regular duties. Separate job descriptions should exist for each different position the employee covers.
Summary: Job descriptions must never become simple written reflections of whatever employees actually do. They define a pattern of behavior expectations.