I reckon that a large proportion of the readers of this column are too young to remember “The Millionaire,” a TV show that premiered in 1955 and ran until 1961. The plot surrounded a guy who gave away a million dollars to people that he did not know.
Once upon a time, a CEO was given a pass on tech-savvy knowledge and skills, rationalizing that he or she could hire the necessary talent to help navigate emerging and future technology, e-commerce and Omni-Channel trends. This is no longer true.
It's time to take familial and spousal concerns seriously when trying to recruit.
How bad is the graying in the CRE workforce?
With its changing strategy, Walmart underscores the new needs in the retail organization.
Now that ebola is on our shores, it's time to start approaching this like any other emergency.
The good news is that recruiting activity has accelerated significantly over the past 12 months, and the trend is likely to continue.
The Internet bubble of 2000 spawned a long list of online ventures that promised to redefine commercial and residential brokerage, replace the appraiser and level the playing field.
When the economy is strong and on a strong growth trajectory, companies bring critical functions in-house—as opposed to outsourcing—to enhance profitability.
Over the weekend I picked up the Wall Street Journal and read with interest a front page article that highlighted the SEC’s frustration with securities offerings and other public filings chock-full of poor grammar, faulty punctuation and generally a myriad of poor writing skills.
I expect that we’ll see some more action in the public markets focused on vineyard investments over the next couple of years as investors seek higher and diversified returns
The buyer’s market that followed the great recession has given way to active hiring across the board, and I expect that this year, and clear through 2015, will continue a robust recruiting trend.
The Daimler plan is aimed at putting an end to intrusions on family time, according to the company. Bravo Daimler, but old habits die hard.
We are increasingly in a “plug and play” employment market that does not accommodate the training of young talent.
Our urban artifacts are treasures, and our young developers should focus on redevelopment of the “old stuff.”