The gig economy is going strong. We answer FAQs about how and why you should conduct background checks on freelancers.
Hiring and recruiting specialists in our modern enterprise talent acquisition environment crave speed, easy workflow management, and straightforward applicant tracking. Technology leaders need something flexible, dependable, customizable, and affordable. Candidates want an easy, mobile-friendly process. The need for fast, flexible, and dependable HR processes is even more evident in the current enterprise environment where the […]
It’s the Wild West in the job market right now. High unemployment numbers mean people have flooded applicant pools and hiring managers can shoot for the best of the best. But what if you are just one of the rest? You may be tempted to lie to get your foot in the door. You’re not […]
Many recruiters already know this: there is a correlation between unemployment numbers and the available labor pool of talent. The more people who are unemployed, the bigger the numbers of job candidates applying for open positions. This is terrific news if you’re hiring right now – with a bigger field to choose from, it’s an […]
Even before COVID-19 changed our business practices, employers were using online resources to vet candidates. Now that much – if not all – of the hiring process has gone virtual, social media checks can help you get a better idea of which candidates could be a good fit. But there are risks involved. Here is […]
Time is a big player in the coronavirus pandemic. Epidemiologists rush to track its spread. Governments rush to slow its deadly progression. Pharmaceutical companies rush to find a vaccine. In response, businesses rush to make decisions. The unpredictability of the virus and its effect on the economy is forcing companies to ditch long-term strategies for […]
This year’s crop of college students hails from Generation Z – people born after 1997. They were born into chaos in a post 9/11 world and unfortunately are entering adulthood in the middle of a global health crisis. The world economy is shuddering, U.S. unemployment is skyrocketing, and thousands of Gen Zers will soon flood the job marketplace. Sounds disastrous, right? Not necessarily. This week, EBI is focusing on how COVID-19 is affecting the Gen Z population. Even though a portion of Gen Z is graduating college during a global pandemic, they are poised to still come out on top. Here’s why.
Internships are a rite of passage for many career hopefuls. These hands-on, in-person gigs provide job candidates – many of whom are still in college – insight into a particular career field, company, or work environment. Since internships are often free, or low wage positions, employers get the additional benefits of reduced rate labor and a no-commitment opportunity to measure how an intern would perform as a full-time employee. COVID-19, however, has thrown many summer internship programs into the air. This week we’re focusing on how this pandemic is affecting Generation Z. So let’s find out if summer internships are ruined because of the cororavirus.
Businesses will be judged on how they came out of the COVID-19 pandemic. Much of your success during the coronavirus crisis likely depends on two factors: your industry and your business continuity plan. Unfortunately, for those businesses in hard-hit industries like hospitality, tourism, and retail, even the most robust continuity plan may not be enough to keep you or your employees afloat. That’s a tragedy no one saw coming. Companies who are weathering this crisis well are leaning heavily on their Continuity of Operations Plan, or COOP. These plans provide guidance on implementing and managing business operations so services can be performed in an emergency event. At its core, a COOP examines the risks to your business caused by specific events – catastrophic damage to your headquarters, a data security breach, a meteorological disaster – and assesses how to maintain business operations if one of them should occur. The global spread of COVID-19 has given companies a sobering reminder they should now include a pandemic response in their COOP. Here are six considerations to include in your business operations plan that can significantly improve your response to a similar catastrophe (we hope you never need to deploy it).
Deploying a fully operational remote workforce is a huge undertaking, even without the turbulent time crunch brought on by COVID-19. No matter the size of your company - from small businesses to enterprise organizations – these transitions are tough. You need to be fast, agile, and flexible to maintain peak performance and protect your employees’ livelihoods. “Moving forward, whether we like it or not, businesses will be judged on their resiliency and how they came out of this pandemic,” says Bob Capwell, Chief Knowledge Officer at EBI. EBI successfully deployed a fully operational 100% remote US workforce in just 5 days. In the second installment of our two-part series on deploying a remote workforce, EBI’s trusted leaders share a roadmap that should put you on the path to success, too.
The COVID-19 pandemic has changed how businesses operate, perhaps permanently. This is evidenced by the number of businesses, from small companies to enterprise organizations, who have had to transition to remote workforces. Deploying a fully operational remote workforce is a huge undertaking, even without the time crunch brought on by coronavirus. From equipment to employee training, your Information Technology department will be responsible for the bulk of the transition. EBI deployed a fully remote and 100% operational US based remote workforce in five days. This week, we present a two-part series about how to successfully manage a similar deployment. In part one, Brent Wettengel, Director of Information Technology at EBI, offers tips for a seamless technology transition.