Practical HR Tips, News & Advice. Updated Daily.
Finding the right employee can be extremely difficult, particularly in an economy with a historically low unemployment rate, when potential employees can often pick and choose between a number of labor-starved employers. Not only is it difficult—it’s expensive.
Leaders who coach effectively understand that it is not about them; it’s all about the other person.
Despite the importance of onboarding, the process if often overlooked. According to The Learning Match Maker, 91% of employees stay with a company for at least a year if that company has an efficient onboarding process. That number only drops to 69% after 3 years.
James Davis, Editor of HR Daily Advisor, recently had the pleasure of sitting down with Jennie Hollmann, Ph.D., Director of Organizational Research at Caliper. In the below Q&A, Hollman and Davis discussed some of Caliper’s insights about Generation Z and how to attract this group as candidates.
Today’s employees know that learning doesn’t stop when they finish school. In fact, the environment changes so rapidly these days that it’s unlikely that even new graduates come to their new jobs fully prepared.
Employee satisfaction is extremely important for any business. When the unemployment rate is at historic lows, as it is now, employers need to find ways to stand out among competition to attract and retain top talent.
Growing your marketing team is an exciting time. It’s an opportunity to bring on people with new ideas, skills, and opinions on the best ways to market your company’s products or services. But choosing the right people is anything but easy.
Recruiters are always looking for the latest tool or app to make their lives easier when recruiting top talent, so we’re sure you’re already aware of Google Hire. However, do you know that this app can benefit the HR professionals at the company you’re recruiting for, as well?
HR professionals have seen their responsibilities grow considerably in recent years. The role is about much more than recruitment, basic compliance, and discipline.
A diverse and inclusive workplace should be a goal of any organization and not out of a sense of altruism. Diversity and inclusion have real impacts on a company’s bottom line.