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What employers need to know about the July jobs report

The economy added 164,000 jobs in July, while the unemployment rate held at 3.7%. Here’s what you need to know. Lily Martis, Monster contributor Employers and economists alike looked to the July jobs report to set the tone for the second half of this year—and neither were disappointed. According to the U.S. Bureau of Labor […]

How tech recruiters can overcome the new H-1B visa changes

Changes to the H1-B visa program are putting tech companies in a tight spot and making it hard to find talent. Here’s what you can do to keep filling those crucial roles despite these new challenges.

Today’s candidates want flexibility and autonomy — here’s how to hire them

Over 40% of today’s workforce is considered contingent, and more than 90% of candidates say they want to work for employers who are open to flexible and open work arrangements—including part-time and remote work. Where employees 20 years ago were committed to the traditional nine-to-five schedule, today’s workers value flexibility and the ability to get their work done on their own time. Here are four recruitment strategies to help you hire today’s alternative workforce.

5 things employers need to know about the June jobs report

The economy added 224,000 jobs in June, according to the latest U.S. Bureau of Labor Statistics’ jobs report. Wages increased by 6 cents, while the unemployment rate inched up to 3.7%

What employers need to know about the May Jobs Report

The economy added 75,000 jobs in May, according to the latest U.S. Bureau of Labor Statistics’ jobs report. Wages increased by 6 cents, while the unemployment rate holds at 49-year low of 3.6%.

What you need to know about hiring blind and visually impaired workers

At a time when recruiters are facing a hiring shortage, and it’s harder than ever to find qualified workers, you can’t afford to make your jobs inaccessible to anyone. You’re not only legally mandated to make sure your hiring practices are ADA compliant, but if your website, interview practices, and office itself aren’t accessible and friendly to disabled applicants, you’re doing your company a disservice by essentially eliminating an entire pool of potentially immensely talented candidates – just like that. These strategies can help recruiters and low-vision candidates see each other better:

Monster’s new survey says if you're hiring new grads, you need to offer more than perks

Monster’s Graduation Survey 2019 polled new college grads to get a sense of their job search priorities, how they search for jobs and how they’re feeling about their prospects. If you’re a hiring manager or HR professionals planning to tap into this young millennial (aka Gen Z) talent pool, their responses provide some valuable insights.

How to be a company that attracts LGBTQ professionals

We’ve come a long way as a nation when it comes to LGBTQ rights and acceptance, but we surely have more work to do, especially in the workplace. In 30 states, it’s still perfectly legal to not hire someone or to fire them due to sexual orientation or gender orientation. But most forward-thinking companies actually have strategies to step away from that attitude, and are becoming more inclusive. But becoming a company that welcomes LGBTQ talent requires more than just not discriminating against them – it’s recognizing that diversity can be a growth strategy. We spoke with experts to learn concrete steps you can take to make your company more attractive to LGBTQ workers.

5 tips for hiring manufacturing workers

Fully 89% of manufacturing executives agree there’s a talent shortage in the industry, according to a study by Deloitte LLP and The Manufacturing Institute. And there’s a skills gap that could leave 2.4 million positions unfilled between 2019 and 2028. Try these strategies to get good labor in the door.

How to attract and hire America’s military spouses

While you might already be familiar with veteran hiring and military-friendly branded companies, the effort to hire military spouses is an initiative that is starting to gain momentum. Organizations that are implementing a military spouse hiring program agree that they’re tapping a talented group of dedicated people who bring great value to their organizations.