Every single day there is more job recruitments than the last day – trust me, this seemingly romanticised notion is only but; figuring out how to hire well is a monstrous nightmare for recruiters and hiring managers. Let’s look into this. Not in the very distant past, candidates used to approach the hiring organisations.
Development of artificial intelligence is the epitome of human potential for invention – but is it? We have played god: our gigantic leaps in quantum physics have led us to create intelligence like that of humans. Machines can drive cars, play video games, and make reasoned decisions and what not.
Is it a good idea to micro-manage your senior employees? The general response seems to be that micro-management of senior level hires is quite undesirable. In fact, a micro-managing manager is one of the top three reasons for employees to leave work. However, this scrutinizing way of management might serve some purposes.
The brand is what makes a business distinguished. Branding is about what the products of a business make a consumer think and feel. In a nutshell, branding encompasses the core values of an organization that are resonant through every aspect and any effort made by the establishment.
We live in a world where things are evolving by the second – mostly for the better. The ethos of recruitment of candidates for jobs and the attitudes of candidates and recruiters towards the process have drastically changed when compared with the last decade alone.
The term ‘digital disruption’ sure does have a negative ring to it, but in reality the phenomenon is not a harmful one for any business or organization, unless they try to avoid or ignore it. The process of digital disruption has been experienced time and again throughout the past few decades with accelerating frequency.