Lauren Collinson, Senior Communications Specialist

Recent Posts

Recruitment in the Competitive Holiday Hiring Landscape

Posted by Lauren Collinson, Senior Communications Specialist on November 15 2016

With the holidays quickly approaching, hiring managers everywhere are reassessing their recruitment strategies. For most organizations, this can be the busiest time of the year. To meet the spike in consumer demand,
employers often turn to seasonal hiring.

Disability Etiquette: Tips for Interacting with Individuals with Disabilities

Posted by Lauren Collinson, Senior Communications Specialist on November 2 2016

According to the American with Disability Act, an Individual with a Disability is defined as a person who has a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such an impairment, or a person who is perceived by others as having such an impairment. Taking this definition into account, it is no surprise Individuals with Disabilities (IWD) make up the largest minority group in the country.

Key Qualities of a Successful Mobile Recruitment Strategy

Posted by Lauren Collinson, Senior Communications Specialist on October 10 2016

In the digital age, optimizing recruitment efforts for mobile users is a must. Mobile devices are quickly replacing desktop computers as the preferred method for searching, reviewing, and applying for jobs. Embracing mobile recruitment is a way for today’s employers to expand their reach and increase the likelihood of finding and hiring top performers. Companies who fail to adopt a mobile-first approach put themselves at a competitive disadvantage. 

Maximize the Benefits of Social Recruiting With a Strategic Approach

Posted by Lauren Collinson, Senior Communications Specialist on September 15 2016

Today, people spend a considerable amount of time on social media and online professional networks, making them an ideal channel for targeting both passive and active candidates. However, to maximize the benefits of social recruiting, you must adopt a strategic approach. Here’s how to build your strategy:

Rules of Thumb for High-Volume Job Openings

Posted by Lauren Collinson, Senior Communications Specialist on September 13 2016

Crafting a job description that will be seen by as many candidates as possible—and subsequently handling the work that comes along with it—is a difficult part of a recruiter’s job. If you find yourself wondering how you can improve your process, first be sure you’re adhering to the following rules of thumb:

Do Not Hide From Job Seekers! Optimize Your Job Listing

Posted by Lauren Collinson, Senior Communications Specialist on August 31 2016

Job descriptions have become incredibly complex, which has both helped and hurt HR departments. Here are a few tips to optimize your listings to ensure the right job seekers are finding them. 

Data Gathering is Crucial for Success in Competitive Industries

Posted by Lauren Collinson, Senior Communications Specialist on August 8 2016

Recent findings suggest companies will need to utilize big data on many levels to stay relevant in industries that will grow increasingly competitive over the next decade. Human resource departments were singled out as one of the key beneficiaries of increased transparency, as statistics will help point to more efficient hiring techniques.

Dissecting the Recent College Graduate Jobs Report

Posted by Lauren Collinson, Senior Communications Specialist on July 18 2016

Understanding industry trends often leads to insights on how to best align your recruiting strategy with the needs of the market. A recent study from the Center on Education and the Workforce at Georgetown University highlighted some eye-opening statistics on whom jobs are going to after the recession of 2008.

From Scrutiny to Transparency: OFCCP Pay Enforcement Uncovered

Posted by Lauren Collinson, Senior Communications Specialist on July 5 2016

When it comes to fair pay practices, it’s no secret that Office of Federal Contract Compliance Programs (OFCCP) means business. Since 2013, OFCCP has steadily increased and changed the way it examines a federal contractor’s compensation practices during a compliance review. This started with the issuance of Directive 307 in 2013, then led the way to the agency’s mission to uncover pay disparities bolstered by the revised Scheduling Letter, released in 2014. The Scheduling Letter requires contractors to provide individual, employee-level compensation data in every review. In 2015, large scale data requests for pay factor information, along with detailed compensation manager interviews, suggests the agency’s efforts continue to intensify.

Be Prepared for the Healthcare Hiring Shortage

Posted by Lauren Collinson, Senior Communications Specialist on June 30 2016

It shouldn't come as a surprise that recruiters around the country are ramping up their efforts to hire the top healthcare talent available. The Bureau of Labor Statistics reported the nursing industry will grow 15 percent between 2012 and 2022.