The scarcity of talent in today's competitive marketplace means that candidates have more options than ever and can afford to be picky. To meet this new challenge, HR professionals must treat recruiting as the process of marketing your company to potential employees, just as you would market your products or services to customers. In other words, you need a recruitment strategy.
Traditionally, hiring managers look outward to find the right candidates to fill available roles - particularly when it comes to leadership positions. While this approach is still integral to any recruiting strategy, it’s also worth considering another approach that incorporates an effort to recruit from within.
A high turnover rate costs your company significantly in costs and productivity, and drains your resources as HR is nearly constantly preoccupied with replacing lost employees. That’s why it’s important to understand whether your company has a high turnover rate, what causes high turnover, and what you can do to fix it.
In today's workplace, a shift towards more collaborative, interdepartmental work practices have made the exclusive reliance on an upward mobility model inadequate for modern human resources practices. Instead, hiring managers must also consider internal mobility as an option for some employees.
Have you ever considered the importance of marketing, not just to potential customers, but to your potential employees, too? If you're not marketing yourself as an employer to potential job candidates, you're not going to be able to attract top talent - no matter how exceptional your benefits and company culture are.
In order to set your firm up for continued growth and success, you need to leverage human capital analytics, a field that allows you to use data available about employees and economic trends to make better decisions about your organization’s most important resource: human capital.
An engaged employee is one who cares about their organization's success and manifests that care in their daily work, but only 33% of workers in a recent survey reported being engaged in their job. Proactive implementation of an Employee Engagement Program is the key to being on the desirable side of this statistic.
Building the right employer brand is vitally important for differentiating your company from competitive employers, and attracting the best talent to your firm. Read on to understand what employer branding is, why it matters, and how to start, establish, and strengthen your organization's brand.
If you want to know how your employees are doing, if you want to know if they are satisfied and engaged at their jobs, you have to ask. Read on for a list of the 10 essential questions to ask in order to assess employee satisfaction and engagement.
Despite all the effort that firms put into hiring the right people, nurturing employee development, and boosting employee retention, the vast majority of the global workforce still doesn't feel connected to their work or invested in their organizations' success. Read on to understand more about employee engagement, how it differs from job satisfaction, and why it's critical to your firm's success.