Promotions are an upgrade for everyone in your organization—when done right. They’re excellent employee encouragement, the kind that really makes people stick around. They’re also a symbol of upward mobility to all workers. Finally, they save you money on an external hire, both in hiring costs and salary (external hires are paid about 18-20% more than internal workers for the same job).
The field of human resources is changing. In our HR Redefined series, we give innovators a medium to share personal reflections, professional advice, and best practice guidance.
Hiring the right people and giving them a seamless onboarding experience is hard. From finding the best talent to gathering employee information, things can get hectic—especially if your talent acquisition software isn’t connected to your HR system of record.
We’ve partnered with Hire by Google, a recruiting app built for organizations using G Suite, to help companies accelerate the employee onboarding experience. Our new, real-time integration benefits multiple departments, including your HR, recruiting, and IT teams.
Starting today, shared Hire and Namely clients will be able to:
I am the first human resources professional White Construction Group (WCG) has hired. When I started, there was no formal onboarding program in place. The company would simply show employees to their desks, tell them who to ask if they had questions, and wish them the best of luck.
Employee Net Promoter Score (eNPS) is a metric used by companies to gauge employee satisfaction with their employment experience. The metric is derived from Net Promoter Score, which companies use to calculate customer satisfaction with their product or service. In HR’s case, employees are considered the customers.
Corporate ladders are out; career lattices are in. This is probably not news to you—Cathy Benko, Vice Chairman and Managing Principal at Deloitte, popularized the idea in her 2010 book, The Corporate Lattice: Achieving High Performance In the Changing World of Work.
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To attract top talent, you need to provide a great candidate experience and leave a positive impression at every touchpoint during the recruitment process. Providing a quality candidate experience is directly related to recruitment and bottom line success. But how do you know if you’re delivering a good experience? Or, perhaps more importantly, how do you know if you need to review and improve it?
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.