Recruiters Were Reading These Articles in 2016

By Roy Maurer Dec 20, 2016
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The most-read talent acquisition news coverage on SHRM Online in 2016 examined recruiting trends, salary history inquiries, Generation Z and rejecting candidates with respect, among other areas.    

Here are the top 10 most-read articles on talent acquisition from 2016.

5 Recruiting Trends for 2016

Hiring forecasts for 2016 were bullish, and employers aimed to differentiate themselves from the competition to attract talent. The recruiting trends that resonated—branding, maximizing talent analytics, repairing the candidate experience and leveraging untapped sources of hire—will continue to be prevalent in 2017.

[SHRM members-only toolkit: Recruiting Internally and Externally]

The 10 Best Jobs in the U.S. in 2016

Data scientists—those numbers savants tasked with making sense of the reams of data that companies amass—have the career with the most earnings potential in the U.S., according to Glassdoor.com. The top 10 careers chosen for the employer review website's best jobs in America list was heavy on technology and business roles, with HR manager coming in at sixth place.

Do's and Don'ts of Hiring People with Criminal Histories

Historically, individuals with criminal records, and particularly those who have served time in prison, face numerous barriers to employment. Data on former criminal offenders has consistently shown a strong correlation between having steady, lawful work to support themselves and staying out of future trouble. Without a strong support system or a steady job, many are likely to commit new crimes and return to jail. The positive social impact of hiring this population may be obvious, but there is also a strong business case to be made.

Rethinking the Salary History Question

Supporters of the ban on salary history queries say it would lead to increased pay equity among workers. However, it would also upend what's become a common HR practice where candidates are asked on applications or during screening interviews for their past compensation and desired pay as a quick way to whittle down large numbers of candidates for open jobs.

Should You Respond to Negative Online Reviews?

Having to respond to poor online reviews from former employees has been an issue at most companies for some time. But critical comments by job seekers about the interviewing process and what it's like to work at a company are putting more pressure on organizations to shore up their employer brands.

What HR Should Know About Generation Z

The vanguard of Generation Z are on the cusp of entering the workforce. Research has shown that they differ in some surprising ways from their Millennial predecessors. Understanding this group's attitudes toward work and life is a must for companies preparing to recruit the next generation.

The New CHRO Standard: Superhero

Gone are the days when HR expertise and seniority provided a clear path to the C-suite. In fact, many boards and CEOs are hesitant to hire CHROs who have spent most or all of their careers in HR. Managing talent remains critical to performing the CHRO job, say recruiters and researchers. But it's just table stakes.

Crafting Perfect Job Ads

A well-written job posting is critical to finding the perfect candidate for an open position. The key is giving candidates the information they need to make the decision to apply.

Job Seekers Rank These Companies as Best Places to Interview

Job seekers said their favorite companies to interview with were honest and friendly. Instead of being intimidated, job seekers said they found interviewing at the winning employers—such as paint company Sherwin-Williams and accounting firm Grant Thornton—to be a friendly, upfront and honest experience. They described interviewers as "super down to Earth" and approachable.

How You Reject a Job Candidate Defines Your Recruitment Strategy

An organization's HR team can create advocates out of any applicant—even the rejected ones—by ensuring each candidate has a positive experience. But too many organizations ignore, or blunder through the potentially unpleasant part of the recruitment process in which hopeful candidates must be told "Thanks, but no thanks."

 

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