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One of the things that often happens when you become a supervisor or manager is that you’re invited to participate in the recruiting process. It could be because you’re now responsible for a team of employees. Or another manager will ask you to participate because you will work closely with one of their employees. Regardless of the reason, there are a few things that new managers need to understand about their role in hiring.
There are a seemingly endless amount of factors that come into play when conducting a job interview. Was the candidate being truthful when they described themselves on their resume? Was the job description accurate and thorough enough to attract the right batch of candidates? Are those in charge of hiring actually clear on what they’re looking for as they expand their team?
Workforce planning is a core function of human resources, and it’s key to the identification and analysis of what an organization is going to need in terms of its talent. Workforce planning determines what mix of experience, knowledge and skills are required to get the best people in the right roles at the right place.
It can be hard to quantify the importance and impact of a great company culture on a business' bottom line. But a recent Glassdoor study found that company culture is the single biggest predictor of employee satisfaction, regardless of employee salary. It makes sense that a strong culture can increase an employee's happiness, productivity and passion for their company.
ChatGPT is a powerful tool that can help you quickly brainstorm, draft, and refine tasks on your to-do list. But it can take a bit of strategy and practice to get generative AI to give you the time-saving results you’re looking for. Try these 14 detailed prompts to unlock the power of ChatGPT. You'll discover ways to streamline tasks for hiring, employee engagement, and performance management.
With gender equity a topic of even a Super Bowl LI ad , it’s clearer than ever before that every CEO should be making gender equity a priority this year. Countless studies have shown the equal economic contribution women make in the workforce, yet companies still struggle to achieve the goal of equity, particularly in the areas that affect women’s upward movement the most: promotions and compensation.
What is your strategy for lifting revenue or becoming more profitable? Is it all about raising the bottom line , no matter the cost? When companies are laser-focused on financial outcomes , they might overlook more sustainable strategies for maintaining steady growth. Bottom-line driven leadership makes sense, especially when startups and small companies face immense pressure from investors to hit revenue goals and face a future that’s uncertain, at best.
What is your strategy for lifting revenue or becoming more profitable? Is it all about raising the bottom line , no matter the cost? When companies are laser-focused on financial outcomes , they might overlook more sustainable strategies for maintaining steady growth. Bottom-line driven leadership makes sense, especially when startups and small companies face immense pressure from investors to hit revenue goals and face a future that’s uncertain, at best.
I’ve mentioned before that I used to work for a boss who had me issue the same memo every year about tacit approval. The memo was designed to remind everyone of their responsibilities as a manager and leader as well as the basic principles of business. I was reminded of tacit approval recently and dug out the memo. Believe it or not, some ten plus years later…I still have it.
After looking deeply at the research on generations in the workplace, I have come up with some findings that will help everyone to perform their jobs better. It seems like a new study comes out every day attempting to explain how to approach each generation of workers, what matters to them, etc. This blog is a synopsis of everything I’ve read on the topic.
Federal and state laws require employers to maintain a number of specific records relating to the company’s hiring and employment practices. Failing to collect and retain the necessary records can result in fines, exclusion from government contracts and other sanctions. Following best practices for record keeping in your recruiting process will help to minimize your company’s risk exposure in the event of a government audit or lawsuit.
Is your company struggling to attract enough job candidates? Stop blaming the job boards, recruiters, HR or even the jobseekers. Maybe it's time for a job application makeover. The traditional job application form is a relic from the 1940s. Even with the shift to online recruitment, many organizations merely took the archaic paper application and digitized it, providing little room for companies to distinguish the most skilled and ambitious from the slacker.
The HR industry is changing. Did you know… 1. There will be 4M more jobs than workers by 2033 ( BLS ). 2. For 84% of workers, flexibility is a top priority ( FlexJobs ). 3. 75% of employees have used AI at work ( CFO.com ). It’s time to meet the moment! Use Paycor’s guide to design a blueprint for success.
The balance of power between employee and employer has shifted in recent years, especially in tech-related fields. As a human resources professional or manager, you’re probably all-too familiar with the job-hopping ways of highly skilled employees who feel they can pick and choose the job they want. And that’s reflected in the fact that more than half of all business owners feel that competition for talent is stronger than it’s ever been.
Dov Baron is recognized as one of the top 100 leadership speakers to hire and a brilliant corporate cultural strategist. He is the founder of Full Monty Leadership , and provides essential soft leadership skills to good leaders who are committed to becoming great while growing their people and the bottom line. This is the second part of my interview with Dov.
I read a Wall Street Journal (WSJ) article recently titled, “ The End of Employees ”. It’s a good read and you should check it out when you have a moment. The article talks about the growing number of companies that are using freelancers, contractors, etc. Freelancing is more than a trend. It’s a business dynamic that deserves attention. There are lots of different terms for it – some call it a contingent workforce or the gig economy.
During the annual performance appraisal , self evaluation forms a crucial part, because it coomunicates to the manager or the supervisor how well an employee perceives their performance within the organisation. While the objective of self evaluation is to ensure that the employee and the management are on the same page, a lot of employees view this as a scope to blow their own trumpet and go overboard at times.
Modern go-to-market teams know it takes more than one email to break through the noise. Multiple touchpoints means more ways to get your pitch right — and, potentially, more ways to be wrong. The good news? Once you know how to write compelling, one-off emails to entice prospective customers, you can easily do the same across a short sequence of emails.
Giving feedback to any of your employees can be troublesome, but when it comes to high performers, things can get a little more complex. Although it may be tempting to focus more on employees who need help, you can’t ignore your high performers. You don’t want to be standing over their shoulder, micromanaging every move they make, but how much feedback is the right amount and what should it include?
Small businesses are some of the most vital players in the business community, but the rate of failure is staggering. According to Forbes , eight out of 10 small businesses fail within the first 18 months of operation. It's time to learn from their mistakes. A conservative cash position doesn't preclude you from thinking like the larger business you strive to be—your greatest asset as you grow is your employees.
010011000010 I have long had a love/hate relationship with the generation talk. The part I hate is simply boiled down to the fact that employers and marketers alike often think that generational theory provides them with a magic checklist with which they can compartmentalize people, subject them to certain conditions and reap the rewards by […].
When your company’s mission is to bring out the best in people at work via core values like Grant Trust & Be Transparent and Dare to Dream, you tend to form relationships with people who are also trying to transform the world of business to be more human-centric. That’s why I was led inextricably to Dov Baron , recognized as one of the top 100 leadership speakers to hire, and a brilliant corporate cultural strategist.
Forget predictions, let’s focus on priorities for the year and explore how to supercharge your employee experience. Join Miriam Connaughton and Carolyn Clark as they discuss key HR trends for 2025—and how to turn them into actionable strategies for your organization. In this dynamic webinar, our esteemed speakers will share expert insights and practical tips to help your employee experience adapt and thrive.
Regardless of your political views, I think it’s safe to say that the U.S. is discussing health care. I’m not here to tell anyone how they should feel about the Affordable Care Act (ACA). However, with this discussion comes a lot of disclosures about medical information. As in, “I’m an employee who has ABC condition and this is what I think about ….” or “My spouse/child/etc. has XYZ condition and therefore, we need to do…”.
Born before 1982 and in a leadership or management role? If yes, you may have asked yourself the question: “How do I motivate and communicate with the Millennials (born 1982 -2000) on my team?” I’ve been asked this question many times since Millennial values, beliefs, and communication style are perceived as quite different. This is in fact true and below are ways to better lead and engage the Millennials on your team.
When used properly and written effectively, job descriptions set transparent expectations for candidates and current employees, creating value for the company and your workforce from the first day on the job to the last. Use this checklist to craft better job descriptions to attract the top talent you are searching for!
In the last 25 years, a new world of work has emerged. Between just three generations—Baby Boomers, Gen X and Millennials—there's been a tech revolution, the rise of the gig economy, a growing automation of jobs and increased globalization, just to name a few of the major changes that have rocked the workforce. While most of these changes have contributed to a more efficient, flexible and productive workplace, they have also created a generation gap.
In today's dynamic business environment, HR leaders face immense pressure to optimize costs while maintaining a competitive edge to attract, retain and engage their workforce. Gallagher can help you meet that challenge head-on. Our proprietary data and people analytics platform, Gallagher Drive ® , provides the elevated insights you need to make impactful program decisions that are aligned with your organizational goals and set your strategy up for long-term success.
By: Jessica Barrett Halcom. Many of the emerging HR trends for 2017 are being driven by the millennial generation. Now representing the largest portion of the workforce , millennials value different things when it comes to their careers. What they want and what they look for — things like being recognized and making an immediate impact — have created a strong demand for employee engagement and recognition platforms that many leading companies are now adopting.
I just finished reading a brand new book called The Employee Experience. It’s a great look at the relatively new concept of creating an experience for employees, not just trying to engage them or do some other one-off program that doesn’t deliver long-term results. 7 Powerful Lessons on the Employee Experience 1) Congruent customer and employee experiences I’ve long said that the customer experience will never exceed the employee experience.
I know. You’re reading the title of this post and probably saying to yourself, “What the –?!” That’s exactly what this HR Bartender reader is saying as well. I would like to know if I have the right to contact my employer regarding the outcome of an investigation. I was placed on suspension in November 2016. I don’t know why I was suspended and HR didn’t ask me any questions on the day I received my suspension.
7 Behaviors of Extreme Perfectionists in the Workplace. During a recent coaching call with a corporate executive, I asked about her planning and organizational skills. She responded, “My skills are fine but never quite good enough.” When I asked about her people-development initiatives, she replied, “I can always do better in that area.” Finally, I asked about her communication skills.
Is your business ready for the future of document fraud? AI advancements have made forgery easier, increasing risks for employers. With 85% of identity fraud last year linked to impersonation, proactive compliance is essential. Join WorkBright’s webinar on October 8 to equip yourself with crucial insights for protecting your business from fraudulent I-9 documents, including: Understanding Risks: Learn about new fraud tactics impacting your business.
Do you want transparency in your workplace? We’re willing to bet the answer is yes. After all, employees want more open communication. Companies are boasting the policies that support it. This is probably due in part to findings like these from a few years ago, claiming that 46% of employees were seeking new employment because of their current organization’s “lack of transparent leadership communication.”.
Unlimited vacation. Free gym memberships. Nap pods. Such "perks" are increasingly commonplace—viewed as a smart engagement tool and a key strategy in driving workplace culture. But when it comes to improving work-life balance and helping employees feel rested and productive, is a nap pod really the answer? Perhaps not, according to some experts. “Many of these perks keep people at the workplace whether they're being productive or not," Lotte Bailyn, professor emeritus at the MIT's Sloan School o
In our previous posts, we focused on Pivotal Habits (ones that prepare us to perform by making us healthy, happy and secure) and Work Habits (the ones that make up our jobs). We discussed the critical role these habits play in creating superior performance for employees and competitive advantage for companies. We explored why habits are frequently missed by businesses as the fundamental driver of performance, and recognized that adopting new habits is in some sense hard for people to achieve, an
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