In the last two years, a new creature known as the “data scientist” has emerged as one of the must have hires for many firms… How does one go about hunting these camouflaged “purple squirrel” scientists?
According to a survey conducted by Corporate Responsibility magazine, 75% of Americans wouldn’t take a job with a company that had a bad reputation, even if they were unemployed. With the top candidates getting a choice in where they work, your employment brand makes a huge difference in whether top candidates flock to your company, or whether you continue to attract more mediocre and under qualified candidates.
In the Data Science tradition of deploying new code on Friday, giving it the whole weekend to be broken, we’re pushing out a new version of the bright score code today. As far as the changes go, the nerdy explanation is that we did a Principal Component Analysis (PCA) for some of our strongest features […]
The presidential candidates have been eagerly awaiting the Bright Employment Index for October. This is the last time Bright will publish this data before next Tuesday’s general election, and we expect our release of this data to greatly impact the vote of the undecided voter (singular intentional) in Ohio. So, Sue from Ohio, we can […]
In the recruitment space, we’re constantly hearing about active versus passive candidates and, to complicate things further, we’re also starting to hear about semi-active candidates, tiptoers, and more. The fact of the matter is that you’re really just trying to find the best candidate, and that candidate may be unemployed, employed but looking, employed by not looking, or employed and not open to a new opportunity. You won’t know until you find, and speak with, them. But the different types of candidates have different motives and levels of interest, so your recruitment strategy must appeal to each group so you can effectively find, recruit and hire the best candidates.