Not too long ago, the conversation of choice, for me and most other internal communicators, was how to better engage employees through more effective communications, onsite events and employee town halls, employee opinion surveys, and collaborative technology.
If yours is like many businesses, you’re starting to notice a hiring crunch.
As you’ll see in the infographic below, the time to fill a position is at a record high of 27 days, and employers report being increasingly worried about the cost of positions that go unfilled.
The remedy to this situation appears to be social recruiting. Why?
This post has been guest authored by the folks at Betterteam, a web-based applicant tracking system where you can manage all your candidate applications and resumes in one easy-to-use online database.
Ever asked yourself how the United States compares to other countries when it comes to benefits and compensation?
Today’s blog post features guest writer Stuart Hearn.
Any ambitious entrepreneur, or forward-thinking manager, is well aware of the importance of remaining competitive. Staying ahead of the curve is of the utmost importance for any HR department, and when it becomes clear to a company that their performance review system is not delivering results, we can always look to top organisations for inspiration.
Not too long ago, I wrote a blog post on creating a value proposition specific for millennials. It’s a topic that dominates many HR conversations today. Many a HR gurus, scholars, grad student, think tanks have written about millennials and their impact on the workforce, and so it’s not too hard to find soundbites such as:
- “Millennials will be the largest generation in the U.S. workforce as of 2015” The 2015 Millennial Majority Workforce, Upwork (formerly oDesk)
Employer branding is key to building your company’s reputation as an employer of choice and there are a growing number of companies who are seeing the value in putting resources and budget into this work. After initial activation, your employer brand should continue to evolve and be updated to accurately reflect changes within your organization. Therefore, the longer tail of any employer brand strategy is the sustainment and management of it. But you can’t manage what you don’t measure. And it is very hard to describe the impact you’re making to an organization without that measurement.