Recruiting | Page 5

The global tech company Infosys wanted to diversify its hiring. But to get it right, it needed to rethink a lot more than just its recruiting methods.

These five easily implementable strategies will give you the best chance to hire top talent.

Some have been able to file for Chapter 11 and reorganize, while others have liquidated and closed stores for good.

Author and entrepreneur Charlotte Marshall explains how, contrary to conventional wisdom, the recruiting process is exactly the right time to start sharing the good, the bad and the ugly of your employee experience.

Before raising capital, it's often hard to pay potential employees, but you can still offer exponential future returns.

Applications for artificial intelligence are becoming more widespread, and with good reason.

Recruiting employees from different backgrounds is the surest way to stay competitive.

Imagine being able to apply for a job over text message in less than five minutes.

If you've put off updating your LinkedIn account for too long, don't despair. You can give it an easy but meaningful once-over just by focusing on these five key sections of your profile.

Reintegrating the formerly incarcerated into society isn't just right. It's good for the economy, too.

The first step is acknowledging that talent has already won.

And here's how we can fix it.

Don't let geography or adaptation get in your way.

Americans who served in the military can fill a range of important roles.

Don't let day-to-day busyness get in the way of conscientious hiring.

Founders share the unusual ways they've found top employees.

Ease into the future alongside your young recruits.

Asking one simple question when you hire could boost the success (and happiness) of your new staffer.

Here's why it took our company six months to hire four people.

Every company can point to a hire or two -- or several -- gone wrong, but you shouldn't let specific experiences cause you to generalize unfairly when weighing new job applicants.

AI, machine-learning and other technology-based advances fail to recognize that executive recruiting is more art than science.