In order to minimize costly frontline, hourly employee turnover, you’ve got to:
- Hire tough (so you can manage easy).
- Let every new employee know why their job is important.
- Avoid the mindset that it is “only an entry-level job” (in both the new employee’s mind and in your own mind). Read more…
What does recruiting and employee engagement have in common?
When brands talk about employee engagement, they often do so with the bottom line and productivity in mind. By bolstering engagement, they may be able to create a more optimistic and efficient workplace.
Although a lift in productivity is a key benefit of effective employee engagement efforts, it is only one of many. Companies need to keep in mind the fact that employee engagement is not solely for lifting production, and it can be used to address several other challenges. Read more…
Yes, you do it, too. Don’t deny it.
When you’re gainfully employed, happily or not so, and you actually make the time to update your LinkedIn profile, for whatever reason, you uncheck the box in your account settings that reads:
Let people know when you change your profile, make recommendations, or follow companies. Read more…
Departing staffers can become a source of new networks and competitive intelligence.
Given the effort and expense in recruiting, identifying and hiring talent, organizations want to retain their employees at all costs. But in the increasingly mobile labor market, companies should view departing employees as continuing assets and employee turnover as a source of long-term strength.
A team of researchers from the Wharton School of the University of Pennsylvania and the University of Maryland studied linkages between the firms on both sides of an employee move and patterns in the way the firms cited patents. They found that after an employee changed jobs, both firms became more likely to cite the other firm’s patents and gained knowledge. Read more…
Have you ever come across a candidate who you thought was “just not that into you?”
Maybe the candidate was not into your organization or the job, but it most likely wasn’t you personally.
It is very possible that you have candidates who have gone through the application process but are not really interested in the job or in the organization. Maybe they feel like the job is beneath them, or maybe they see the job as a “backup plan,” or simply applied to provide moral support for a friend who was also applying. Read more…
What’s your biggest recruiting challenge?
That’s one of the questions we asked 570 HR professionals in our Global Talent Recruitment Survey and the answer we got back wasn’t what we expected. Getting hiring managers to participate in the recruiting process came back as the No. 1 challenge.
Here are the top responses:
- Finding qualified candidates — 53 percent;
- Finding the right technical skills — 41 percent; Read more…
Recruiters are not HR professionals. And not all HR professionals are recruiters.
In companies, it’s typical to see recruiting fall under the broad human resources umbrella but it shouldn’t. Recruiting and HR need to be totally separate job functions joined at the hip so they can collaborate on succession planning, onboarding and the business-related priorities surrounding humans.
Full time recruiters are not HR professionals. They’re recruiting professionals. Read more…
If you’ve ever been late to a movie, you know that trying to figure out what happened before you took your seat can be extremely frustrating.
When you don’t know what led up to what’s now unfolding, the things you see and hear can cause you to make false assumptions and only further confuse you.
The same thing happens when you begin an interview by asking an applicant about their most recent job. Read more…
Editor’s note: The Weekly Wrap is taking one more week of vacation. It will return next week.
Even taking into account the usual summer hiring slowdown, the August jobs report from the U.S. Labor Department can only be called surprising.
The Bureau of Labor Statistics said 142,000 new jobs were created in August, a number far off the 220,000 to 230,000 economists forecast. Unemployment inched down to 6.1 percent from 6.2 percent.
It was the smallest increase yet this year, and follows six months of gains over 200,000 jobs each. Going into August, the monthly average gain in new jobs was 230,000. Read more…