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.
Your employees are the heart of your organization. Their diverse personalities, backgrounds, and experiences help shape the spirit and culture of your organization. As an employer, you can help your employees celebrate what makes them unique by supporting employee resource groups (ERGs). ERGs help employees come together to spread awareness of the issues facing certain demographic groups, like black professionals, LGBTQ employees, remote workers, working parents, and more.
It’s no secret that employees use social media during the workday. What might be surprising is just how much it’s used.
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Building a diverse and inclusive organization starts with creating a culture that embraces and celebrates people’s differences. Investing in employee resource groups (ERGs) is a great way to give your employees a forum to meet like-minded people, raise awareness on key issues, and share their culture and values.
With the race to attract and retain employees as competitive as ever, companies have learned that great talent knows no borders.
Successful performance reviews require a clear dialogue between the interviewer and interviewee.
It’s important to remember the impact our words and actions can have on other people, especially coworkers. Sometimes well-intentioned behavior can have unintended consequences. What we view as an off-hand compliment or gesture can be interpreted as an insult or put-down to another person. Here’s your guide to navigating and avoiding these “microaggressions” in the workplace.