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.
As the end of the year approaches, there are two things on everyone’s mind: making it to the holidays and 2019 planning. Regardless of what department you’re in, a large part of that planning involves bringing in new talent to get the job done.
Whether you’re an upstart manager or seasoned executive, leaders are expected feel comfortable “making the call.” But decision making is inherently hard—it’s no coincidence that the subject has been dissected by authors and business psychologists for over a century.
Accepting a job offer can be an exciting, albeit anxiety-inducing, life event. Leaving behind a familiar role and team to dive into a new company can be overwhelming, but HR can help make the transition much smoother.
As an HR professional, you probably know that communication is one of your most powerful tools. From an employee’s first day, it’s your job to facilitate an environment in which he or she can thrive. When employees do choose to leave the company, exit interviews often shed light on what went wrong. But why wait until employees are already out the door to ask those questions?
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.
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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.
Hiring 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.
Compensation requests affect HR professionals at more than just an administrative level—it’s one of the most common times employees rely on HR for guidance. Not only does HR often cut the checks, but employees may also come to you for help navigating tough career conversations with their managers. And when was the last time you had a raise yourself? Whether you’re advising employees, or considering your own career advancement, it’s always good to know how to advocate for a pay increase.