Within a business, the talent organization is the ultimate culture influencer. So what happens when the need to hire even temporarily or partially ceases?
As HR professionals, you are well aware of how crucial diversity and inclusion in the workplace is. Besides compliance regulations, research has shown that a diverse and inclusive team leads to innovative results.
Hiring managers have a full plate these days. New generations are entering the workforce with Millennials representing the largest employed generation today. Job candidates have more choices when it comes to job selection and are increasingly asserting higher demands, which companies need to consider in a tight labor market.
Today's job market has become highly competitive — but not just for the millions of applicants searching for a job. With the influx of startups and professionals demanding improved working conditions from companies, job hunting is changing rapidly. It is no longer enough to put up an open call and hope for the best. In order to find the best talent, you need to start getting creative and keep up with innovation.
From customized keywords to data culture, here’s some trends we’re expecting to see more of in 2020.
Let’s be honest — when you’re hiring a new person, or bringing an existing employee from another team or department onto your team, you’re always trying to get a sense of that culture “X factor.” Will this individual smoothly integrate into this team/organization? Will the team dynamic be seamless or awkward? Will I like working with this person? In other words, we try and gauge “culture fit.”
In May 2019, the Bureau of Labor Statistics reported that the U.S. unemployment rate remained level at 3.6%, with employment increasing in both professional and business services as well as healthcare. These numbers paint a much different picture than the unemployment rate during our most recent recession, which hovered at 10% in October 2009.
Recruiting methods have changed over the years—as they should. We work differently today than we did even ten years ago. So, why shouldn’t the way we attract and retain talent?
We hear a lot about hiring the wrong person - there are numerous articles out there warning about the expenses associated with someone who isn’t fit for the job, or the potential disruption caused by moving people in and out of positions. But what about hiring the right person? Do we just roll the dice and hope for the best?
Hire slow, fire fast. We’ve all heard this before. There's a reason tech startup culture has instead adopted the "hire fast, fire faster" mantra - but we've got some doubts about that one too. How can you ensure you're hiring the right people, and setting your new hires up for success starting on their first day?
Referrals continue to add the most value for hiring managers as a top source of hiring, representing 30 percent of hires in 2016. Referred candidates convert to hired employees faster and stay in their jobs longer than candidates from any other source.