Workforce & Training

Millennials have a very different set of priorities than previous generations when they choose an employer. To land the best available talent, start by re-framing the interview process.

If today’s typical job description were a telephone, it would be hanging on the wall with a big round dial and 10 holes in it numbered from 1 to 0. If you want to attract millennials, write a job description that’s more like a smartphone.

When companies ask me why they cannot seem to “find” younger workers, I must be honest and tell some of them: “We can find them, they just don’t want to work for your company.”

The era of long-term employment with one company has been over for a while, although we still like to hold on to the belief. For a tiny fraction of people it works, but not for most.

The new program from the Texas Workforce Commission provides assistance to employers for training new and incumbent workers for business partners affected by COVID-19.

In this binary choice, one of the options is a bad, bad idea. Executive recruiter Paul Sturgeon explains why.

You have just accepted a very good offer from another company in your industry with more responsibility and a bigger salary. When you submit your resignation, your company makes a very generous counteroffer. Now what?

Young people typically expect to change jobs every two to three years. If you want to hire an employee who is very likely to be with your company for 10 or more years, do not overlook candidates who are 55 to 60, or even older.

If you are living the “quarantine 15,” you need to look at things like your diet, exercise, and ways to deal with stress. Similar to the cold hard truth regarding our health, the fact is that every employer wants to hire people with a track record...

You probably have heard about the “war for talent,” but when you're trying to close a deal with an industry rock star, the competition is better compared to a race, and the race always goes to the swiftest.