We all know that bringing all-star talent through the door is hard enough. Even more challenging? Maintaining a pulse on who’s engaged and who might be looking for greener pastures.
Don’t get caught off guard. Thankfully for HR teams, there are a few telltale warning signs that your top employees are looking for a new job. Once you spot these, it’s time to act fast. Below, we’ll dive into the warning signs and what your team can do to retain employees before it’s too late.
Picture this: You’re a recruiter running an initial screen, starting with a pile of artificial intelligence-approved resumes. You subsequently go through the options presented, finally identifying a candidate who you think could nail the job.
The problem? She’s a career changer.
The hiring landscape is constantly changing. As such, organizations are under a lot of pressure to source the best candidates, fast. At the same time, the introduction of new HR technologies is forcing hiring professionals to consider what the most effective ways of finding, screening, and securing top talent really are.
With the race to attract and retain employees as competitive as ever, companies have learned that great talent knows no borders.
We've all heard about HR and payroll's busiest time of year. Between Form W-2 filing and other compliance to-dos, that honor goes to year end. But what about your recruiting team?
Anecdotally, January has always been considered "open season" for recruiters. With companywide budgets and goals finalized, hiring managers are eager to get rolling and increase headcount. That means plenty of phone screens, case studies, and interviews to get through. If you’re responsible for ramping up those eventual hires, it also means no shortage of onboarding sessions to schedule.
I pursued a career in HR because I have seen firsthand how HR presence (or lack thereof) can make or break a business. Though I previously saw myself on the chief operating officer “track,” I came to realize that people operations should not be embedded within the business operations function. HR is a dynamic field, and the challenges faced today are different than those of the past. Employees represent most companies’ biggest expense, and this investment needs to be managed as intensively as any other.
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Here at Greenhouse, we’re pretty passionate about recruiting. So much so, in fact, that we built an entire company dedicated to it! But not everyone geeks out about recruiting as much as we do, and that’s fine. No matter what products you’re creating or problems your company is solving, chances are you will need to make some new hires over the course of the year.
Recruiting in this market is tough. If you’re like most businesses today, sustained record-low unemployment has made it hard to find, hire, and keep good people on board. Even in this so-called “candidate’s market,” finding a job is no walk in the park either. There isn’t one place with all of the job listings, and every news site, blog, or distant relative has tips on how to get your resume noticed.
Whether you’re looking to hire the best people or trying to land that dream job, I’m going to leverage my three decades in the HR technology space to bust a few myths that are as vexing for employers as they are for candidates.
With today’s low unemployment rate and the emergence of employee ghosting, it’s never been harder to fill job openings quickly and efficiently. Communication, as always, remains the key to nudging candidates down the hiring funnel—but email and phone tag can make getting in contact a struggle.
Diversity and inclusion are a top HR priority right now, but what does that really mean? Without an actionable plan in place, it runs the risk of being just one more well-intentioned but poorly realized catch-all phrase, rather than integrated with the complete employee lifecycle.