The lack of clarity is on the cost side; employers, particularly in the public sector, have underestimated the cost, which has been inflated by improved longevity and lower-than-expected investment returns.
On the other side, employers themselves get to portray job openings with more "branding" to get across their corporate culture.
But on the down side, employers increasingly report they can't find skilled workers to fill their open positions.
On the demand side, employers may not have the physical capacity or the financial resources necessary to hire apprentices, especially when the required ratio of journeypersons to apprenticeships is fixed.
On the flip side, employers should read this case as a cautionary tale and adjust management training and practices accordingly.
On the flip side, employers are often stuck guessing if a particular certification actually reflects concrete competencies and whether an applicant is really prepared for the job.
On the recruitment side, employers could pull from a pool of individuals whose personalities match the position they are hiring for, instead weeding through thousands of resumes and trying analyze a candidate's personality during an interview.
On the payor side, employers are favoring health plans that put increasing responsibility on patients to participate actively in choosing (and paying for) care.
You can work for both sides (employer and prospective employee) in both sides of recruitment.
The new revenue format offers a similar search system for both sides, employer and student.
