March 20, 2020 | Tri-Valley Career Center
If you are like many companies making adjustments to prioritize the health and safety of your employees and communities amid the coronavirus crisis, you may be considering transitioning from in-person candidate interviews to virtual interviews. Preparation for a virtual interview is an important part of the process.
January 14, 2020 | Tri-Valley Career Center
We would like to introduce our newest staff member, Amy Miller. Amy will be sharing the role of Employer Liaison with Sharon Schuyler this year. Together, they will create a dynamic team working with more employers in the region.
January 14, 2020 | Tri-Valley Career Center
Hiring the right people for your organization can be a challenging and time-consuming undertaking. You want employees who can handle their responsibilities well and who are the right fit for your company culture and current workforce.
January 14, 2020 | Tri-Valley Career Center
As an employer, you are continuously faced with the challenge of balancing your payroll costs with the need for qualified workers who are reliable, hardworking and loyal. As an employer in the San Francisco Bay Area, you must also contend with the rising cost of living and a low unemployment rate.
November 12, 2019 | Tri-Valley Career Center
Hiring the right candidates for any organization is a challenge. While most companies are in search of the ‘perfect hire’ for their open roles, the notion that a candidate can be perfect is a myth. The perfect hire doesn’t exist, says Senior Recruiting Manager Jan Tegze.
November 12, 2019 | Tri-Valley Career Center
If your hiring managers and recruiters are not following up with interviewed candidates who are not hired, your company is ghosting those candidates. There are a variety of reasons why companies ghost job candidates. Having the time and personnel to follow up with each candidate can be challenging.
November 12, 2019 | Tri-Valley Career Center
Since most currently employed workers are not actively looking for another job, recruiting passive candidates requires a multi-layered and more proactive recruitment process in order to find and persuade them to consider a new job. However, pursuing passive candidates is worth the additional effort.
September 17, 2019 | Tri-Valley Career Center
The US Department of Labor created registered apprenticeship nearly 100 years ago, and it has proven to be a successful approach to preparing workers for jobs while meeting the needs of business for a highly skilled workforce. Registered apprenticeship is an employer-driven, “learn while you earn” model that combines on-the-job training, provided by the employer that hires the apprentice, with job-related instruction in curricula tied to the attainment of national skills standards. With training and support from their employer, apprentices gain the skills they need to ensure success in their new careers.
September 17, 2019 | Tri-Valley Career Center
Your company, like most organizations, is no doubt compliant with federal and state legislation that prohibits discrimination against applicants and employees based on gender. Several studies have shown that many common words used in job descriptions have male or female associations. Professors from the University of Waterloo and Duke conducted extensive research examining how male gendered words in job descriptions impact the willingness of females to apply.
September 17, 2019 | Tri-Valley Career Center
Are you automatically screening out candidates that you consider overqualified for your open positions? Unfortunately, this routine elimination of applicants with more education and experience than is specified in the job description happens all too often, to the detriment of both job seekers and companies. In fact, you may be losing out on potentially exceptional employees by screening out highly motivated candidates because their resumes are more extensive or impressive than you expected.
