I have had several clients recently ask me about “Pipeline Requisitions.” And I will tell you, as I told them, as a compliance consultant, I am not a fan of them. The pipeline requisitions go outside my comfort zone, they go outside the box—the nice, clean, compliant box that clearly specifies the applicant data that needs to be included in an affirmative action plan. 

This blog post is courtesy of Indeed.com. 

The world of work is changing fast. Automation, an aging workforce and an increasingly complex global economy are profoundly affecting markets for jobs and talent. Every day we see new evidence of industries in flux and struggling to keep pace with shifting hiring trends.

In a single hiring campaign, countless hours and manpower go into finding the perfect person for the role. Sometimes you hit a home run, and occasionally you strike out.

The most recent jobs report for May shows momentary waning employment growth, according to the latest Bureau of Labor Statistics data—but what does this mean for recruiting specialists?

The hiring process has become prolonged, but applicant tracking systems (ATS) have the ability to change the game. A recent article by the Society for Human Resource Management (SHRM) explored how parsing tools are allowing recruiters to spend more time on other aspects of operation, but it neglects to identify just where time can be saved.