Evergreen Job Postings: The Timeless Approach to Recruitment

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Are you tired of constantly re-posting the same positions over and over? Evergreen job ads could be the answer.

Unlike traditional “one and done” ads, evergreen job postings stay open continuously, so there’s always a pipeline of candidates. This saves you from recruitment gaps when you have ongoing hiring needs to fill.

With an evergreen posting, applicants can apply at any time since these open jobs will remain open and be renewed often. For employers, it means you can continuously collect applications and tap the talent pool as soon as spots need filling.

Screening and assessments play a bigger role, too. You need to efficiently evaluate applicants on a rolling basis to uncover top talent and keep your pipeline filled. With an evergreen posting, you can focus on assessing the skills and competencies of applicants who have already applied rather than find new candidates. Read More

Manager Interview Training: Quick Tips for Success

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Teaching your managers to interview better is important in getting the best results from your hiring process. Updating the interview training for your hiring managers can give them better skills and knowledge, empowering them to make informed hiring decisions that will lead to a stronger workforce.

Even experienced hiring managers can benefit from ongoing training.

Through training, your company can teach your managers how to interview effectively, better prepare for those interviews, and evaluate candidates without bias. Updating your interview training for hiring managers can improve your employer brand and attract better candidates. Read More

International Employees: Embracing a World of Talent Together

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Looking to take your business global? Hiring international team members could be a game-changing move.

Having staff based abroad or coming from diverse cultures brings invaluable new perspectives. Their global savvy provides insider knowledge to help you thrive in international markets.

Sure, navigating cross-border hiring has challenges. But with some planning upfront, you can overcome legal and logistical hurdles.

First, decide if you want employees to work remotely overseas, in foreign offices, or relocate domestically. Each approach has different considerations around local laws, visas, taxes, payroll, etc. Do your homework to make strategic choices.

Onboarding global employees may take extra work, too – like ensuring adherence to local laws and setting clear expectations. But take those steps, and you’ll set the stage for a highly rewarding, mutually beneficial relationship.

International talent is worth the effort. Their diversity and cultural fluency will give your organization a competitive edge at home and globally. Read More

Career Lattice: A Modern Path to Professional Growth

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Mapping out and developing a career can be a complex and sometimes confusing journey. Gone are the days when career advancement meant solely climbing up the corporate ladder.

The world has moved on, and the old system of an employee progressing along their original career path by climbing up the corporate ladder is over.

The career lattice has replaced the outdated career ladder. Read More

Gamification and Employee Engagement: Boosting Workplace Performance

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Engaged employees are key to creativity and productivity, but compensation alone doesn’t guarantee engagement. Employees need more than benefits, bonuses, and company swag to commit to their employers fully.

This is well-known, by this point, and there have been a lot of innovative ideas to boost morale and increase employee engagement levels.

That new idea is gamification.

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Candidate Selection: Essential Steps for Successful Recruitment Process

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Every recruiting plan starts the same, no matter what the position is. You place a job ad, get responses, and screen candidates.

Most companies use some kind of technology to screen candidates. That’s good, but it isn’t the end of the story. At some point, someone will need to review your candidates and decide which ones should move on to the interview stage.

Interviewing candidates takes a lot of time and energy, so your company needs to improve its process to make sure that they are spending their time on finding the most suitable candidates before they begin scheduling interviews.

If your selection is not optimal, open position within your company will remain unfilled longer, and both your candidates and hiring managers will become frustrated.

On the other hand, a good selection process will help your company focus act quickly to focus on the most qualified candidates, allowing you to hire more quickly. Read More

When a Candidate Gets a Counter Offer

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As the job market has heated up, counteroffers have become a routine tactic to retain talent. A counter offer is usually an ego boost for the employee, and the salary increase can be very tempting. But employees who accept a counter offer often regret their decision.

According to a Society for Human Resource Management study, accepting a counteroffer can harm an employee’s career.

The study found that almost 60 percent of hiring managers agree that any employee can be replaced, and 45 percent said they perceive counteroffers negatively. And employees who accept counteroffers are often viewed as disloyal or untrustworthy, making it difficult for them to advance in their careers.

Worse than that, candidates who accept counteroffers from their current employers likely have burned a bridge with the company that wanted to hire them. Read More

Contract Employee: Maximizing Efficiency and Flexibility in Your Workforce

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After years of economic upheaval, we face a serious talent crunch. A historically low unemployment rate has given employees the upper hand in recruiting, and they now have many more options in their choice of work.

Increasingly, many workers have turned away from the traditional mold of full time employees and work as contractors.

Contract workers offer specialized skills and expertise to companies and organizations for specific projects or set timeframes to meet a company’s needs.

Contract workers and contract employment are now so common that the trend has a specific name – the gig economy. The gig economy has been great for companies because it keeps them agile and responsive to changes in the industry.

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Underperforming Employee: Effective Strategies for Improvement

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In today’s competitive business environment, organizations must have employees who perform to their full potential. It can be frustrating when employees underperform and disrupt production and morale.

Employee performance issues must be addressed quickly before they distract from the company’s success.

To effectively manage underperforming employees, it’s necessary first to identify the signs of underperformance. Understanding the causes of these issues is the next crucial step, as it enables leaders to take an informed approach to addressing performance problems.

Developing a performance improvement plan, supporting employee growth, and continuously monitoring progress is essential to managing underperforming employees, ultimately benefiting both the individual and the organization.

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Cultivating a Talent Pool: A Comprehensive Guide to Building a Skilled Workforce

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In today’s competitive job market, developing a strong talent pool is crucial for companies seeking to maintain their edge and drive growth.

A talent pool is a pre-identified talent bench that enables more agile and efficient hiring. People in the talent pool have expressed interest in potentially working for the company. They help ensure the right people are ready when needed.

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