BCjobs Blog

Internal hiring is rarely used when it’s time to fill a job vacancy; most companies simply don’t think to promote from within. They advertise the opening in traditional and online media, hire recruiters to search for candidates and sift through resumes as they pour in.

Would you hire someone from Gen Y (someone born after 1980) if you had the option to hire someone older? Is your preference about experience or preconceptions? Here are some generalizations about the generations that came before:

Last year, we saw a powerful shift in the communications industry, particularly in human resources and recruitment. Facebook, Twitter and LinkedIn continued to grow and benefit the HR communications industry by reaching passive and active candidates. Job seekers, already active on these sites, were drawn to branded employer pages that advertised open positions and content broadcasted through blogs, microblogs and status updates.

We need to hire employees, but we’re so busy working in the business to replace the employee(s) who just left that we don’t have time to recruit. Sound familiar?

For many businesses having to recruit means that they are or soon will be short-staffed. In this situation, many small business owners find themselves struggling as they are suddenly drawn back or further into the daily operations of the business while simultaneously trying to run the business and of course, recruit quality candidates for the job.