Ah…employee retention. The topic of conversation that swirls around every HR networking event, conference and seminar. And…turnover–the subject of most leadership meetings and one of the biggest challenges facing every industry and company. Businesses that succeed and survive are typically led by adaptable problem solvers able to tackle some of the biggest challenges they face. So why is combating employee retention and turnover still such a problem for so many employers? People–that’s why. Plain and simple, people. Retention is About Meeting Needs. Why We Work.

Hopefully you’ve had the pleasure of working for an employer with a deeply rewarding work culture. One of the reasons you enjoyed the experience probably had something to do with the actual work you accomplished there, but that likely wasn’t the only factor. Or, maybe you long for culture improvements at your existing employer, but struggle to make a business case to senior management to win their support and resources for what can sometimes be deemed as a “fluffy” back-burner endeavor. However, the impact of corporate culture is anything but fluff. Direct Motives. Indirect Motives. Simple.

The purpose of a SWOT analysis in the business planning process is to make sure you’ve identified all the possible strengths , weaknesses , opportunities and threats to your business.  Only then can you create a business plan taking into consideration all these aspects and setting your business up for it’s best chance at success.  The new hire onboarding process should be no different. Some aspects of the SWOT analysis are designed to act upon. For example, you want to make sure you capitalize on and take advantage of your strengths and seize your opportunities. Strengths. Weaknesses. Threats.

I’ve been thinking about the impact of snap decisions a lot lately. Having just finished the book Blink by Malcolm Gladwell, I have a new interest in the role of the subconscious on action and performance. Gladwell presents mounds of evidence supporting the idea that instinct shouldn’t be discounted relative to more involved decision-making processes. Essentially, gut counts for something. It is slated to be effective in July of 2018. Reconciling Individual Rights & Employer Interests. Working to Minimize Pay Inequity. Obstacle #1 – Compliance burden for multi-state employers.

What is an employment brand? In short, it’s how employees and potential employees view you as an employer. As a business you go through the painstaking process of identifying your ideal customers and what they value, than work tirelessly to deliver. Your employment brand is no different. It is what defines you in the labor market–internal and external. How do you differentiate as an employer and are you actually delivering on that? The ultimate position for a company to be in is to be perceived by both current and potential employees in a desired manner–your employment brand.

We live in an age of distraction and it’s wreaking havoc on your talent applicant sourcing process. Despite your efforts to write engaging job descriptions, post them far and wide and publicize your amazing corporate culture, your click-to-apply ratio is dismal. So what gives? While the aforementioned items are undoubtedly important factors in the talent acquisition game, another critical component is the length of your job application. The proof is in the numbers, and it’s pretty staggering on both desktop and mobile devices. For mobile click-throughs, the completion figure is just 1.5

Unless you’re Patrick Star and living under a rock this summer, you’ve noticed that the weather has been beautiful…and hot. That hasn’t stopped us at ExactHire from going out and having some fun in the sun though! May and June have both proved to be quite competitive here in the office for our monthly MondayFunday as we raced remote control cars in May and tried to throw wiffle balls into a bucket with gusting winds in June. Out of the Gates. Since May is for racing, the fun committee decided that it was time for the first official racing of the remote control cars.

Mastering the art of social media utilization isn’t the only key to implementing an enviable mobile recruiting strategy. Factors such as external job boards, search engines, jobs page design and other communication channels can’t be ignored either. In order to thrive in what might be called the “mobile recruiting wild,” these elements must be addressed. In this post, I’ll present a survival guide for successfully incorporating additional external resources into your mobile recruiting strategy. #1 – Your Resources. Posting Opportunities to External Job Boards. RWD Benefits UX.

As the movement to eliminate potential employment barriers for individuals with a criminal record continues, Vermont is the newest state to pass legislation to “Ban the Box” in the early stages of the application process for public and private sector employment. Ban the Box” AKA “ Fair Chance Policy ” aims to reduce recidivism rates and future incarcerations of prior offenders. Vermont Governor, Peter Shumlin, signed the legislation on May 3, 2016; however, this legislation does not become effective until July 1, 2017. Upcoming “Ban the Box” Legislation. ExactHire Clients.

As the movement to eliminate potential employment barriers for individuals with a criminal record continues, Vermont is the newest state to pass legislation to “Ban the Box” in the early stages of the application process for public and private sector employment. Ban the Box” AKA “ Fair Chance Policy ” aims to reduce recidivism rates and future incarcerations of prior offenders. Vermont Governor, Peter Shumlin, signed the legislation on May 3, 2016; however, this legislation does not become effective until July 1, 2017. Upcoming “Ban the Box” Legislation. ExactHire Clients.

This isn’t a beginner’s guide to understanding analytics; however, even if you are new to recruitment analytics I encourage you to read this post for its tips for using Google Analytics to measure mobile recruiting activity. Then, find your favorite marketing department buddy and plan to explore Google Analytics with his or her assistance. Why Should You Track Recruitment Site Activity? If you don’t use an ATS, Google Analytics is an incredibly powerful and free alternate resource. Prerequisites for Mobile Recruiting Analysis. Initial Questions for Mobile Recruitment Metrics. Visitors.

I just finished reading a post over at SHRM.com that discussed a new show set to pilot on FOX with the working title “HR” Check out that article here to get a detailed overview of the concept, the cast of characters, and a fun discussion about possible plots for this new show–it’s a fun read (but don’t leave just yet!). While I certainly support the idea of a new comedy based around the Human Resources profession–no loss for material there–I can’t help but wonder if HR will be short-changed. Now before you think that I’m just being a Debbie.er Workplace Comedy.

Payroll service outsourcing is nothing new regardless of whether you look at large employers, or organizations that fall within the small- to medium-sized business (SMB) space. However, advances in other human resources-related technologies in recent years have, for the first time, enabled increasing numbers of smaller businesses to automate administrative tasks related to recruiting, employee onboarding, the Work Opportunity Tax Credit (WOTC), background checking and reference checking. And, to do so for a reasonable price. Click here to enlarge ). Infographic] appeared first on ExactHire.

Looking to get into the recruiting profession? Or, maybe you’re already a seasoned pro but just want to better identify your true recruiting strengths? Whatever the case, take ExactHire’s “What’s Your Recruiting Personality?” Quiz to identify your talent acquisition sweet spot. From recruiting analytics and compliance reporting to social media and screening, this entertaining yet informative quiz will use your answers to ten short multiple choice questions to point you in the direction of your most prominent recruitment personality type. What are you waiting for? Image Credit: Any Questions?

Once upon a time there was a talented, optimistic marketing professional named Simon. An exciting, fast-growth technology firm was fortunate enough to woo Simon during a flashy interviewing process and he was pleased to accept its offer of employment shortly thereafter. His new position would offer him more responsibility, more pay and a chance to learn some new technologies. Sounds like a storybook ending for Simon, right? That’s what he thought, too, until he began to experience the firm’s employee onboarding process. Unfortunately, his new tech firm was radio silent during this period.

You built a mobile recruiting presence, the applicants came…but then your organization wasn’t ready. Or, maybe you’re well on your way toward social recruiting Shangri La and you sense that a few hiring managers may be late to the party. In this blog, I’ll review five mobile recruiting strategy fails encountered when a business is not prepared in the hopes that you can avoid the same mistakes. 1 – Failure To Get Buy In. Start by educating them with statistics that paint a picture of this trend–no, this new way of doing business–to get their attention.

Money makes the world go ‘round. And time is money.  So it is no wonder that companies and job seekers alike look for ways to save time and money in finding the right employer-employee match. newer fad that seems to be catching on in the recruiting world is a trend referred to as Reverse Job Fairs, or RJF. What Is A Reverse Job Fair? Job seekers set up booths with science-fair like flair. Stacks of printed resumes, posters of accomplishments, degrees, pictures, recommendations, achievements, and samples of individual works can be displayed around the main attraction, the job seeker.

How is your hiring process? Does it get the job done? Could it be better? Several months ago, new owners took possession of our office complex. Since then, parking lots were re-surfaced, carpeting was replaced, signage was updated, entry foyers were completely remodeled, and many other improvements were made. Before the purchase, I think that most visitors walking into our building–myself included–would have considered it to be a pretty nice place. It got the job done. But the new owners, by seeing things through fresh eyes, were able to identify things that needed improvement.

Your marketing team has worked hard to ensure that marketing campaigns communicate exactly what your company promises to be–your company brand. So hard in fact, that people are listening and business is growing! Now your company needs to be on top of their game as they seek to attract and hire the right people–your employer brand. Frequently, the people applying for jobs at your organization are also the people most familiar with your company’s brand–and many times they are direct or indirect customers. They’ve received your marketing. Breaking Your Brand Promise.

If your organization has never used an applicant tracking system before, you might be curious about the telltale signs that it might be time to buy applicant tracking software. In today’s Whiteboard Chat, Jeff Hallam shares his insight on the most obvious indicators that it may be appropriate for a small- to medium-sized business to implement a recruiting software solution for the first time. Video Transcript: Hi there! Today we’re going to take a look at something that comes up quite a bit as I’m out talking with organizations. Or, I think we considered them before.

Finding temporary help can be difficult in any business, but the need to do it can happen in all industries, at any size of company.  This currently hits home for myself as I will be on maternity leave in the near future. Don’t worry, I will try to keep up the blogs for my loyal followers, haha!)  Regardless of the reason (seasonal hiring, maternity leave, illness or other medical reasons) finding good temporary help can be hard. Things to remember when hiring temporary help. Spend a little more time, effort and money if necessary, as this will save you in the long run.

There’s a lot of talk in our market these days about where recruiting is headed. Many experts feel that we are on the cusp of some significant changes in the next few years. Less reliance on traditional job boards, heavier use of social media and allowing applicants to leverage mobile technology are some of the more consistent topics of change that I see on a regular basis. Whether you see these trends affecting your organization or not, there is a recruiting strategy that is worth considering — employee referrals. This is nothing new. Employee Referral Program Benefits.

With the automotive industry seeing a rebound over the past couple of years, we’ve had the opportunity to customize our applicant tracking system technology for auto dealers around the country. In doing so, it dawned on me that there are some common reasons many of these automotive groups are looking for help with their hiring process: Turnover — With the improved economy, turnover figures are trending back to pre-recession levels. Salespeople, automotive techs and customer service representatives are the main positions where dealers experience turnover.