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Keep an eye out for a team member who takes new peers under their wing; you just might have had an excellent trainer under your nose.
Job seekers ages 45-54 years old had the strongest opinion of the impact of wage protests.
A majority of younger job seekers say having a flexible work schedule is most attractive characteristic of a company.
Sit down with employees taking classes and explore flexible scheduling options.
If you’re located in a bike-friendly city, make sure to let seekers know and you may attract new faces.
Snagajob tests video applications to enable quicker connections and hires.
Of those planning to hire for the summer, 74 percent expect to have the positions filled by the end of May.
Health care and minimum wage changes can have a huge impact on your business. Both can impact your scheduling, which can already come as a challenge at times.
Currently, a higher wage is encouraged but not required for businesses.
The least important attribute in a position to job seekers is the brand name of the restaurant.
One Dunkin' franchisee instills the holiday spirit and appreciation for his employees all year.
Restaurants should set some internal expectations of what is appropriate when getting back to job seekers.
More than 25 percent of new hire paperwork is now completed on mobile devices.
A mix of young students and career-minded workers will bring different strengths to the table as far as flexibility in hours available, pay requirements and leadership skills.
Although social media hasn't radically changed how restaurants recruit employees yet, it has added a new dynamic that many businesses are not fully equipped to handle themselves.
A focus on planning, developing goals, consistency and follow-ups is key to a positive applicant experience.
Several elements will cause employers to revisit their workforce structure in 2013, including growth, regulation changes and labor cost increases.
Prepare for the added traffic by hiring a team of seasonal employees who naturally fit in your business so they can catch on quickly, hit the ground running and keep hurried customers happy.
By assessing applicants for their behavioral preferences, you can find out if an applicant has the energy to work the drive-thru, the customer service for the cash register or the trustworthiness to cover the late shift.
Giving an applicant's previous experience a lot of weight in hiring decisions may seem like the prudent approach, but when it comes to finding a right-fit employee, aptitude is more important.
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