on the job - search results

According to a recent CareerBuilder study, hiring managers in information technology and sales are the most likely to use social networks to screen candidates, while professional and business services were least likely.

Real-time, in-depth talent analytics enables organizations to hire or promote employees based on performance that is validated through job competencies, rather than through traits.

A look at the pros and cons of doing so.

The three things you probably won’t learn about a candidate from a job interview—but need to.

It’s rare to encounter a company that does a good job of acknowledging the reality that, regardless of promises of collaboration, there is always one person in each work group who carries the heaviest load, and without whom the work simply wouldn’t get done.

Nothing quite compares to a complete cultural immersion for gaining an understanding of the complexities and nuances of another market.

Background check companies want to deliver complete and accurate reports to allow the employers that contract with them to make informed decisions and place people in jobs best suited to their skills and backgrounds.

Three areas to address to beat ageism once and for all in your job search: Make your resume ageless, practice active job search practices, and tips to overcome the overqualified question in an interview.

How do you guide and train managers to approach hiring employees who deviate in personal appearance from what you and your customers or clients are used to?

Often, executive positions slip through candidates’ fingers because they weren’t prepared to answer a question on the spot or they forgot who they met at a networking event. With these tools and resources, you’ll be able to avoid such faux pas, advance your search faster, and improve your chances of landing an executive position.