Ways to Hire & Onboard Remote Workers Recruiting remote workers has shifted to become a main focus for many businesses. Prior to the pandemic, many companies had little to no best practices in place for recruiting, hiring and onboarding remote workers and had to...
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You’ve probably read countless articles and seen numerous presentations highlighting the importance of corporate culture. Unfortunately, most of the news focuses on measuring employee satisfaction.
What’s wrong with employee satisfaction?
Satisfied employees are happy where they are, but they aren’t necessarily engaged and motivated to do more to help the organization excel. Motivated and engaged employees want to push to be better and make the business a better, more fulfilling place to work.
As you consider industry employment trends and your business environment, think about it in terms of engagement. Fostering an engaging company culture is a business strategy that can shape employee motivation and improve your business performance in critical areas.
In 2018, the U.S. unemployment rate is the lowest we’ve seen in ten years. While that’s exciting news for the economy and job seekers, it means increasing competition for recruiters and hiring managers. The hiring goals you’ve laid out within your recruiting process are going to be even more challenging to meet than you may have anticipated. In fact, you’re probably facing one or more of the problems below. Don’t worry, we have some tips to help you through them!
Hurricane Harvey tore through Texas and Louisiana, moving slowly from August 25th through August 30th, before moving out of the area and dumping flood waters in other parts of the nation as well.
The devastation caused by one of the worst hurricanes in recorded U.S. history has left many asking what they can do to be of help in relief efforts. Many employees may be asking what contributions they’re able to make in partnership with their employer. The IRS has announced that it will permit employers to set up tax-favored leave-based donations programs. read more…
This is part three of our five-part series about effective recruiting in a candidate driven market.
By: Edna Nakamoto and Jessica Barrett
In part two of our five-part series on recruiting, we took a look at resources, strategies and processes. We’ve already briefly touched on the topic of internal screening, but today, we’re going to further unpack this important topic.
All too often, as soon as an employee gives notice that they are leaving, organizations quickly post the open role to fill the vacancy as soon as possible. It’s a natural reaction as losing someone means lost productivity, lost revenue, and a heavier workload for their colleagues. However, taking a step back and examining your current talent pool may prove to be the best first option.
Years ago, companies could hide behind their impressive buildings and stock earnings, leaving potential employees wishing for a glimpse behind the marble-tiled foyer to find out how it might feel to be one of “them”. Knowing someone who worked there might be the lucky break that could give them the inside scoop they needed to find out bits of knowledge regarding salaries, corporate culture, and advancement opportunities. This would sometimes be all the first-hand information available to a job-seeker before deciding to interview with a company they admired from afar.
Those days are over.
Not only are companies more purposely transparent through the use of websites and a heavy social media presence, but because of sites like Glassdoor, a TAM Integration Partner, their current and past employees have the opportunity to share anything they care to about things like pay, benefits, working conditions, hours, growth potential, and leadership. (see below information on the upcoming Glassdoor webinar)
Finding top talent in today’s marketplace has completely changed, and merely posting open job opportunities fails to draw in candidates. People want to find more than a job; they want to find a career that connects with their own values and goals, while making a difference larger than themselves.
There are companies with employer brands so strong that landing a job with them has become something of a status symbol. What makes these companies so successful at attracting potential employees is the message they’re sending out about themselves.
Most everyone is familiar with the fun, “crazy” culture at famous tech companies like Google and Facebook. Napping pods, comfy lounge spaces, game rooms, free food, and putting greens are certainly a diversion from most corporate environments. It’s common for startups to take a new approach, after all, there are certain risks associated with being different that commonly pay off. There are times, however, when this is not the case.
In early February, CEO and founder of Zenefits, Parker Conrad, resigned from his position at the Human Resources software startup. The underlying cause? According to newly appointed CEO, well-known Silicon Valley entrepreneur, David Sacks, “Our culture and tone have been inappropriate for a highly regulated company.”