There’s never a dull moment (or year) in HR. The last twelve months have been witness to IRS surprises, political intrigue, and exciting advancements in HR technology. As 2018 comes to a close, one can’t help but wonder what next year will hold for the workplace.
It's time to dust off the crystal ball. Every year, Namely forecasts what might come to pass in the industry. Some of our predictions have proved spot on—others not so much. From a “rise of the machines” to a spike in employee ghosting, read on to learn what we expect to see in 2019.
Operations and leadership teams use workforce planning to identify and address gaps between the workforce of today and the needs of tomorrow.
The holidays are approaching rapidly. Before you know it, the Thanksgiving decorations have been replaced by holiday ones, and then suddenly it’s January. For many companies, November and December can be a much more relaxed time of year, with big projects winding down, uplifted spirits, and holiday parties.
Companies constantly strive for growth—and growth is a good thing, but it’s not without its challenges. In the talent realm, what’s one of the biggest mistakes new companies and growing businesses make? Overhiring.
Most companies today have prioritized building a diverse workforce. And more often than not, it’s recruiters who are tasked with achieving that goal. Enter one of recruiting’s most overlooked sources of diverse talent: college campuses.
The following piece was written by Brad Miller, owner and author of the Military Guide.
If you could help a veteran and enrich your business at the same time, would you? Hiring a veteran not only helps give back to those who have served, but also offers tremendous benefits to your company.
Get the latest news from Namely about HR, payroll, and benefits.
In today’s competitive talent market, talent acquisition professionals and hiring managers face an increasingly daunting task when deciding what to offer to job candidates.
Recruiting a new employee is a major investment in terms of time, money, and resources. You want to bring in the optimal person who can ramp up as quickly as possible—especially considering the cost of a bad hire can be as much as $240,000. Though you can always optimize your talent acquisition strategy, the reality is that you can’t always identify a bad hire in your interview process. In fact, 74 percent of employers have admitted to making a bad hire.
Employee “ghosting” occurs when a job candidate or employee severs the relationship without any notice. It most commonly occurs with early-stage interviewees or newly hired employees, but can happen at any stage of employment relationship.
There’s definitely some truth to the saying, “birds of a feather flock together.” We tend to surround ourselves with similarly-minded and even similar-looking individuals. This phenomenon is known as “similar-to-me” bias, and its effects can be found in both our personal and professional lives.