http://parallelhr.com Thu, 29 Jul 2010 19:59:17 +0000 http://wordpress.org/?v=2.9.1 en hourly 1 http://feedproxy.google.com/~r/thehiringsiteposts/~3/Vm8m0HoVgH8/ http://feedproxy.google.com/~r/thehiringsiteposts/~3/Vm8m0HoVgH8/#comments Thu, 29 Jul 2010 19:59:17 +0000 Mary Lorenz http://thehiringsite.careerbuilder.com/?p=8264 http://feedproxy.google.com/~r/thehiringsiteposts/~3/Vm8m0HoVgH8/feed/ 0 http://feedproxy.google.com/~r/thehiringsiteposts/~3/F-MjDNnXI4w/ http://feedproxy.google.com/~r/thehiringsiteposts/~3/F-MjDNnXI4w/#comments Tue, 27 Jul 2010 20:11:24 +0000 Amy Chulik http://thehiringsite.careerbuilder.com/?p=8198 Last week, I talked about the pros and cons of rehiring former employees, and mentioned that the Hiring Incentives to Restore Employment (HIRE) Act is one of the major reasons employers should be looking at hiring unemployed workers (which could include former employees). But let's explore further why the bill is so important -- both for unemployed workers and the employers hiring them. After all, as a CFO, controller, business owner, vice president of human resources, hiring manager, accountant, or anyone else with a stake in your business's bottom line, the HIRE Act could have a significant impact on your business. What is the HIRE Act? The $17.5 billion legislation, signed into law by President Obama on March 18, 2010, gives a potential tax exemption and credit to businesses that hire unemployed workers. Specifically, the HIRE Act grants businesses that hire workers unemployed 60 days or longer an exemption from the 6.2 percent Social Security payroll taxes for each worker for the remainder of 2010. Additionally, if workers are retained for one year, participating businesses get a tax credit of $1,000.]]> http://feedproxy.google.com/~r/thehiringsiteposts/~3/F-MjDNnXI4w/feed/ 0 http://feedproxy.google.com/~r/thehiringsiteposts/~3/yHi2LcwdP3A/ http://feedproxy.google.com/~r/thehiringsiteposts/~3/yHi2LcwdP3A/#comments Mon, 26 Jul 2010 21:16:42 +0000 Mary Lorenz http://thehiringsite.careerbuilder.com/?p=8201 http://feedproxy.google.com/~r/thehiringsiteposts/~3/yHi2LcwdP3A/feed/ 0 http://feedproxy.google.com/~r/thehiringsiteposts/~3/Qi6_ocI3sw8/ http://feedproxy.google.com/~r/thehiringsiteposts/~3/Qi6_ocI3sw8/#comments Fri, 23 Jul 2010 22:00:12 +0000 Amy Chulik http://thehiringsite.careerbuilder.com/?p=7309 http://feedproxy.google.com/~r/thehiringsiteposts/~3/Qi6_ocI3sw8/feed/ 0 http://feedproxy.google.com/~r/thehiringsiteposts/~3/MMj4uvVSSwI/ http://feedproxy.google.com/~r/thehiringsiteposts/~3/MMj4uvVSSwI/#comments Fri, 23 Jul 2010 16:15:02 +0000 Mary Lorenz http://thehiringsite.careerbuilder.com/?p=8187 http://feedproxy.google.com/~r/thehiringsiteposts/~3/MMj4uvVSSwI/feed/ 0 http://feedproxy.google.com/~r/thehiringsiteposts/~3/MMj4uvVSSwI/ http://feedproxy.google.com/~r/thehiringsiteposts/~3/MMj4uvVSSwI/#comments Fri, 23 Jul 2010 16:15:02 +0000 Mary Lorenz http://thehiringsite.careerbuilder.com/?p=8187 http://feedproxy.google.com/~r/thehiringsiteposts/~3/MMj4uvVSSwI/feed/ 0 http://feedproxy.google.com/~r/thehiringsiteposts/~3/et4LsO9zphI/ http://feedproxy.google.com/~r/thehiringsiteposts/~3/et4LsO9zphI/#comments Thu, 22 Jul 2010 21:45:34 +0000 Mary Lorenz http://thehiringsite.careerbuilder.com/?p=8172 http://feedproxy.google.com/~r/thehiringsiteposts/~3/et4LsO9zphI/feed/ 0 http://parallelhr.com/uncategorized/congratulations-to-our-awesome-employees/ http://parallelhr.com/uncategorized/congratulations-to-our-awesome-employees/#comments Thu, 22 Jul 2010 20:29:46 +0000 valerie http://parallelhr.com/?p=3052 http://parallelhr.com/uncategorized/congratulations-to-our-awesome-employees/feed/ 0 http://feedproxy.google.com/~r/thehiringsiteposts/~3/Lz6YYq6Ua_4/ http://feedproxy.google.com/~r/thehiringsiteposts/~3/Lz6YYq6Ua_4/#comments Thu, 22 Jul 2010 11:25:44 +0000 Guest Contributor: Carisa Miklusak http://thehiringsite.careerbuilder.com/?p=8097 When it comes to finding the best employee for a position, many organizations are now turning to alternate routes. Our complex and competitive business landscape has created an imperative need for a well positioned employment brand. Businesses traditionally relied upon industry contacts, expertise, job boards, and third-party recruiters to uncover the best match, but today the majority of corporations are also embracing social media as a leading recruiting tool. In order to successfully utilize social media as part of a recruiting strategy, it is first necessary to understand how your target audience is using LinkedIn, Facebook, Twitter, and other sites to land jobs. The most obvious reason job seekers use social media is to source companies for open positions. For example, TwitJobSearch is a social media job search engine that candidates rely upon as a resource to find open positions that are not always posted on job boards or company sites. Moreover, job seekers use online media to verse themselves in the culture of a target company. Job seekers study company pages on social media sites to gather insight about the company’s culture via photos, videos, and information provided by the corporation. Companies such as MTV Networks have successfully built their presence on social media sites by encouraging users to ask questions, offer info, and seek advice. Through it’s Facebook page – MTV Networks Careers – the entertainment leader sparks engagement with users, responds to questions, and posts open positions. ]]> http://feedproxy.google.com/~r/thehiringsiteposts/~3/Lz6YYq6Ua_4/feed/ 0 http://feedproxy.google.com/~r/thehiringsiteposts/~3/EcdUpoOXCZY/ http://feedproxy.google.com/~r/thehiringsiteposts/~3/EcdUpoOXCZY/#comments Wed, 21 Jul 2010 21:52:11 +0000 Mary Lorenz http://thehiringsite.careerbuilder.com/?p=8135 Could this be a good sign? CareerBuilder’s latest nationwide survey, released today, shows that small businesses will be hiring in the second half of 2010. Considering small business is one of the major drivers for economic recovery and job growth, I think the answer’s a definite …hopefully? Findings from the survey of more than 1,300 employers in businesses with 500 or fewer employees indicate that in the second half of the year, 32 percent of companies with 500 or fewer employees plan to add new employees. Twenty-four percent of companies with 50 or fewer employees said the same. Seeing these plans for growth mean not only good things for small businesses, but should come as good news about the state of the economy overall. In a statement for the press release, Brent Rasmussen, President of CareerBuilder North America, said, “Historically, it has been the small business sector that has created the most jobs at the end of an economic downturn, allowing the overall job market to bounce back faster.”]]> http://feedproxy.google.com/~r/thehiringsiteposts/~3/EcdUpoOXCZY/feed/ 0