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.
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.
HR professionals know better than anyone else that first impressions matter. After all, that’s why getting employee onboarding right is so important. But between all the paperwork and red tape involved, making day one a positive experience is often easier said than done.
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With unemployment at historic lows, it’s never been harder to hire top talent. In response, recruiters and HR professionals alike have all reached for “game changing” perks to seal the deal, like unlimited vacation, free beer, or even nap pods. We’ve been told that employees value different things based on their age—baby boomers want stability and millennials need flexibility, or so the stereotypes go.
When it comes to hiring top talent, we want to believe we give everyone a fair chance and choose the most qualified candidates. But what if our judgments aren’t as fair as we think they are?
If you’re wondering what the HR compliance trend of the year is, look no further than salary history bans. With a law passed by Connecticut lawmakers this month, the Nutmeg State is set to join the fast-growing list of jurisdictions that have made salary history off-limits during job interviews.
Improving candidate experience has quickly become a top priority for HR and recruiting teams across industries. Onsite interviews play a big part in leaving candidates with a lasting impression, so it’s important to give them a positive glimpse of what it’s like to work for your company.