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.
When companies need to fill a position, the instinct is typically to start a job search. However, it can take time and resources to fill an open role, and oftentimes your current workforce is filled with a wealth of untapped potential.
Hiring? Here’s a tip: when it comes to recruiting, some questions are better left unanswered. The Civil Rights Act prohibits employers from discriminating against individuals for their race, color, religion, national origin, and sex. These protections don’t just apply to active employees, however. Job candidates are equally covered by the law.
The global demand for employees is notoriously high. While some employers offer flashy employee perks and competitive salaries to attract and retain top talent, these efforts might not be as effective as perviously thought. One survey revealed 73 percent of employees said they would not leaving their current employer for a job that offers trendy perks. When employers want the best, they simply have to think of talent like a competition.
Despite the debate over the effectiveness of job interviews, it doesn’t seem that the traditional interview process is going away anytime soon. So how do you ask the right job interview questions that reveal a candidate’s true potential?
You have a mission-critical position to fill and a tight deadline to hire a qualified person for the job. After sharing the opening online, what comes next is a stack of resumes—more than usual, since the new year is a popular time to look for a job. You want to select the right candidate, but how can you be sure you’ve found “the one?” Consider these tips when evaluating potential hires during and after the interview phase.
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When it came to hiring, the employer used to have the upper hand. However, with unemployment at a record low, there are now more job openings than candidates to fill them. Employers feel pressure to offer the most enticing combination of compensation, benefits, and company culture to attract (and retain) top talent. As a result, the candidate experience is more important than ever.
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.
Being a boss is hard. In between getting your own work done, managers are responsible for leading and coaching their direct reports—the latter often being a full-time job in itself. So where’s the breaking point?