Specialized Hiring

Confronting the worst job market in decades, many collegegraduates who expected to land paid jobs are turning to unpaid internships to try to get a foot in an employer’s door.
While unpaid postcollege internships have long existed in the film and nonprofit worlds, they have recently spread to fashion houses, book and magazine publishers, marketing companies, public relations firms, art galleries, talent agencies — even to some law firms.

It is time for immigration reform that will keep more top technical talent in the United States. Today, American colleges and universities are educating foreign nationals who come here to earn advanced degrees in science, technology, engineering and mathematics (STEM fields). We educate them, and then U.S. immigration regulations force them to leave our country to return home, where they contribute to economic growth and the success of our competitors overseas. That has to change.

Employers and business groups are trying to stop an Obama administration effort that calls for federal contractors to hire a minimum number of disabled workers and could penalize those who don't by revoking their contracts.

We're living with something of an irony right now regarding leadership. On the one hand, the topic has never been more studied and written about; my recent Google search for leadership research by academies and institutes returned some 375,000 hits. On the other hand, we are experiencing a dearth of leadership in society. 

Even after cutting their way through 2011, pharmaceutical companies expect to make more cuts this year to their salesforces as they struggle to adapt to the changing marketplace for their products.
A survey by consultants Hay Group found that half of Big Pharma, as the major drug companies are collectively called, believe themselves overstaffed, with many planning to eliminate from 6 to 15 percent of their sales staffs.

The United States is at a dangerous juncture: Manufacturing jobs are on the rise, but the growth is still fragile. Given the hypercompetitive nature of global manufacturing, it wouldn't take much to kill this momentum and put the U.S. back to where it was a couple of years ago. 

The only three true job interview questions are:
1.  Can you do the job?
2.  Will you love the job?
3.  Can we tolerate working with you?
That’s it.  Those three.  Think back, every question you’ve ever posed to others or had asked of you in a job interview is a subset of a deeper in-depth follow-up to one of these three key questions.  Each question potentially may be asked using different words, but every question, however it is phrased, is just a variation on one of these topics: Strengths, Motivation, and Fit.

Bay Area tech companies, already in a fierce fight for full-time hires, are now also battling to woo summer interns. Technology giants like Google Inc. have been expanding their summer-intern programs, while smaller tech companies are ramping up theirs in response—sometimes even luring candidates away from college.

College hiring is about to ramp up again — and the very best college recruiting organizations would argue it ramped up several months back — so now is an opportune time to conduct an ROI analysis to determine when and where you should hire college grads instead of experienced hires. Understanding the unique competencies and skills that college students bring to a business is important not just in determining the number needed, but where to place them.

When the Ad:tech advertising technology conference hits New York next week, marketers, advertising agencies and recruiters may spend less time listening to the panelists and more time working the floor to find new employees.

While social networking tools are a boon for sourcing and acquiring new talent as hiring of college graduates picks up, they can only be as good as the relationships recruiters build with candidates.
 
Good news for college grads: Entry-level hiring is picking up. Bad news for recruiters: your social strategy to attract the best and brightest may not be working.

No one's calling it a boom, but big business is back to mining for talent among recent graduates.
After a two-year hiatus, major corporations are starting to hit college career-fair tables once again. Bank of America plans to offer 1,300 new graduates jobs in 2011, and Microsoft (MSFT) will visit more business schools, marking the first time the company has expanded its footprint since 2009.