Engaging employees has become a priority for HR departments and HR leaders in recent years. The trend started 5-10 years ago when employers started to understand the millennial generation valued more than just money. It was around that time that employers began offering non-traditional and unique benefits and placed a heavy emphasis on engaging their workforce.
How do you make your company grow? You hire the right people for the right positions. How do you hire the right people? Now, that’s a question that doesn’t have such a simple answer. Have you ever wondered why most hiring managers don’t have a laidback attitude when recruiting new people in their teams? They are serious about the process, and that’s because the future of the company practically depends on these decisions.
Being a recruiter is not an easy task. You have to ardently look for and recruit candidates, check their resumes, prepare interviews and then try to find the best one for a certain job position. No matter how hard you prepare for the recruiting process, it is the small details of this process that usually go awry and which can make a recruiter lose a valuable candidate.
Those who hire top talent out there reap the rewards. As simple as that. The good news is that money is not always a deciding factor if one master the techniques needed to improve recruiting process. The bad news is that the labor pool has been shrinking with the unemployment rate consistently sitting at below 5%. Does it mean that the only way forward is to “steal“ some animal seduction strategies and perform a sort of mating dance? Not really. For now, it suffices to get rid of some old habits. Forget about rummaging through a heap of CVs and resumes that is a thing of the past.
Every day the recruiters come to fight for the best talent and use the familiar tactics. When we start the search, the first method to which we refer is the power of LinkedIn and Job Boards. Recruiters use all the possible tactics and different combinations of search.
Recruitment strategies are a vital part of obtaining and holding high-quality talent to add to organization's prosperity. The profession market is becoming more aggressive and aptitude sets keep on growing more diverse. Given this situation, recruiters are need to be more specific in their candidate selection since failing to meet expectations recruitment measures can have a long haul negative effect on an organization. Among these impacts are high training and improvement costs important to deactivate the generality of poor execution and high turnover rates, which reverberate into aspects of employment such as morale, productivity and the preservation of the desired corporate culture. Here are 10 strategies for recruiting in a highly competitive job market.
Types of toxic characters. How to deal with them? How to spot them in a company? Finding and retaining valuable employees is important but dealing with toxic ones is inevitable. Everyone knows those types of personalities that others can’t stand, whether at school, university or at work. Such people don’t leave their anger and disrespect at home when they apply for a job and come to work.
Finding and hiring new employees is without a doubt a lengthy process, involving expensive job adverts, interviewing candidates en-masse, candidate vetting, hiring and finally training the fresh recruits. Suffice to say, this process requires ample resources and budget to ensure success. But what can we do to look at talent acquisition in a different way?
Human Resources Management (HRM) is probably the only business function that has faced intensive criticism. Within as well as outside organizations, the HR is seen as ineffective, bureaucratic, and highly incompetent function. Many argue that HR should be abolished to make organizations agiler. However, under current business environment, organizations need HR more than anything else. The business challenges require organizations to develop new capabilities quickly. HR can do this task if they consider themselves the business partner of organizations and not just the administrative and support function. Therefore, it is important for HR Leaders and CXOs to work together to develop an organizational culture in which HR assumes the role of strategic business partner.
Today’s world is one of virtual offices and teams that are managed without people ever meeting face to face. You may never know what the people working for you physically look like. No longer is there a need for cubicles and conference rooms. In fact, many people can work directly from home wearing their pajamas if they choose. While a virtual team has numerous advantages including cost and convenience, it also comes with its share of challenges. How do you manage a team from across the city, across the country, or across the world? How do you ensure work is getting done, milestones are being met, and the quality of work is maintained? While it may be a little more challenging than walking to your coworker’s desk to check in, managing a virtual team is not only doable but often more efficient.