Have you made any recruiting resolutions for 2014? If not, consider adopting what ERE.net says are two essential strategies for superior talent acquisition this year. ERE.net identifies two categories of potential candidates - the "actives", classified as the overly available candidates that will apply to just about any kind of opportunity, and the "passives" - or the qualified candidates that aren't excited by the traditional job posting. Passive candidates make up 80% of the applicant pool, so how do you recruit them? Embrace these two strategies:

• Use the "Black Friday" approach. Create an ad that explicitly names the candidate's employee value proposition. Instead of listing credentials or accomplishments, engage the interest of top candidates by listing what types of "success essentials", or results, must be achieved for superior performance on the job.
• Have pre-screened applicants at the ready. Build and maintain a relationship with the passive candidates that have already expressed an interest in your organization so that the minute an opportunity opens up, the candidate is at your fingertips. It is essential that you never lose sight of these passives, as they may be the perfect fit for a future opening at your organization. 

While much of the country has accepted that the high rate of both underemployment and unemployment among the younger U.S. population has been driven by older workers being forced to remain in the workplace longer for economic reasons, researchers at the Center for Retirement Research at Boston College say otherwise. The Associated Press recently reported that the economic research group stated that there is no correlation between the trend of older U.S. workers retiring later in life and the inability for many millennials to find work. In fact, the group says that having an active and thriving older population benefits the economic climate and spurs the growth of new jobs. 

Many argue that the Center for Retirement Research at Boston College is incorrect in their findings and assumptions, some even going so far as to advocate for a temporary reduction in the qualifying age for Social Security and Medicare so that older workers can take retirement earlier, theoretically to pave the way for more opportunities for younger workers.  

Last year's  Gallup State of the American Workplace Report revealed that 70% of the U.S. workforce is disengaged from their jobs, some even citing themselves as"miserable". And according to the American Psychological Association, 65% of workers also say that work is a significant source of stress. Here Forbes outlines 7 reasons why workplace well-being was such a hot topic in 2013.