It’s no surprise that the recruiting process is becoming increasingly digitized.
In today’s digital age, social media has revolutionized many aspects of the online world.
Despite the economy’s continuing fragile state, recent data has pointed toward noticeable improvements in the hiring market.
Hiring is not a science.
It’s no big surprise that print media has faced an uphill battle to survive in recent years.
As a hiring manager or human resources professional, a large part of your job involves seeking out candidates for premium entry level jobs and internships.
There are many different options available to recent college graduates and more experienced job seekers when searching for a new career path.
In today’s digital world of recruiting, there are many different tools available for both employers and job seekers.
While so much of the hiring process is done through digital mediums such as company websites and social media, there’s something to be said for an old fashioned job fair booth.
In the world of recruiting, finding the best candidates requires more organization and analysis than simply posting a job description and seeing who applies.
There’s no exact science for determining which candidates for premium entry level jobs or paid internships will work out and which won’t, but there are plenty of tell-tale signs of a bad applicant.
The American economy has been performing well in the beginning months of 2012, carrying over a trend of steady growth that began in autumn of last year.
Since launching last summer, the new social media outlet Google+ has struggled to capture as large a base of users as competitors like Facebook and Twitter.
America’s economic and unemployment statistics have been unexpectedly favorable this year.
While there’s no exact formula for weeding out unsuitable applications from the good ones in regard to paid internships and premium entry level jobs, there are several important factors that often indicate a strong, ambitious and reliable candidate.