We all want to get promoted. Finance and accounting professionals, such as yourself, are competitive, driven, and want to take the next step in their careers. You work hard, meet performance standards, and believe you are a good employee. So, why haven’t you been promoted yet?
Many marketers are creative. However, saying you are creative is very different than actually showing that you are creative – especially during a 30-minute job interview. You have limited time to communicate and explain your creative side to interviewers. But it can be done. You just need to be creative about how you show your creative side!
Attracting top talent isn’t always about the money. In fact, there are many other compensatory factors, in addition to organizational culture and work environment, that go into a candidate’s thought process when considering a career move.
When you think of recruiting and social media, LinkedIn is the first platform that comes to mind. Some of you may use Twitter, as well. But what about Facebook? Is Facebook the next big platform for online recruiting? Will it become a popular place to search for jobs and connect with recruiters online? It has the potential.
Employee disengagement is an issue. Putting a stop to the hiring turnstile and keeping your top employees in-house is a top priority.
We all know that housing prices in Toronto and across the GTA are out of control. Housing prices, in general, are on the rise in Ontario. So, why are we writing about housing prices? Because it is one of the many factors that impacts talent when considering a new position, and it’s starting to become a bigger issue in Toronto.
Marketing is different from other industries. Compared to others, it is still relatively new, and it continues to change and evolve at breakneck speed. New jobs and job classifications are being created all the time. Just think of some of the common marketing positions and career paths that were not even on the radar only a few short years ago – social media managers, app developers, content marketers, mobile marketers, and more.
To help you break out of your hiring malaise, we’ve put together a hiring agenda to ensure you are not only being diligent with your hiring practices but you also make a good impression on the candidates you interview. Don’t forget, candidates are assessing your company as much as you are assessing them, and if you want to attract the best talent, you need to impress them.
As we move toward a more decentralized workforce, and with location becoming less and less of a factor when recruiting and hiring candidates, organizations need to understand how this shift is not only impacting their ability to find and recruit new talent but also how this new economy is shaping candidates’ outlook and expectations.
