Job applicant tracking systems capture massive amounts of info on candidates. But all that data doesn't help if the best candidates aren't able or willing to complete the process. Going more simple and streamlined can make it easier to find talent.
Age really is just a number. If you're keeping current on new technologies and advancement, and show a willingness to keep learning and growing, there's no reason it should be an impediment to your job search.
If you're losing good workers and you're not sure why, the problem may lie with your firm's management style. The good news is that you can make small changes that will make a huge difference when it comes to employee retention.
As CIO and senior vice president of innovation, technology and service operations for Aetna, Meg McCarthy's responsibilities extend beyond IT. Her employer is a leader in the U.S. health insurance and benefits industry, with more than 34,000 employees and $35 billion in revenue. In addition to her tech duties, McCarthy oversees real estate, procurement and service; leads the informatics group; and runs ActiveHealth, an Aetna subsidiary in New York.
Whenever CIOs start talking about how to attract a new generation of young people to IT, the conversation tends to run in predictable circles.
Social networking service LinkedIn is free, but if you choose to upgrade to a paid account, you have access to additional features. What are the four top advantages in updating your account?
Diversity (or lack thereof) in IT has been a hot topic in the news and among our clients in recent months. And it's true: IT departments are notorious for their lack of diversity, and the problem is only getting worse. Over the past few years, the number of women and underrepresented minorities (URMs) in IT has been dropping steadily. CIOs and other IT leaders can follow these simple steps to attract and retain women and URMs into their IT departments.
Ever since the Internet made applying for a job as easy as uploading or e-mailing a resume, hiring managers and HR personnel have had to contend with volumes of applicants for jobs. To help them screen all the resumes, they've turned to recruiting software and applicant tracking systems that filter candidates' resumes based on how well they match the job description. In fact, by 2004, 90 percent of the top 500 U.S. employers were using recruiting software, according to Human Resources Leader.
What steps do IT executives need to take to get on the "A" list for a high-profile job opening? Is it bad form for IT managers to reach out to an executive search firm?