Working from home employment is more than a lifestyle perk. It tells prospective employees your company cares about the team. Offering your employees the freedom to work from home is known to increase employee engagement. A Gallup survey states, “the optimal engagement boost occurs when employees spend 60% to 80% of their workweek — or three to four days — working off-site.” The next time you have a conversation about whether or not to hire remote employees, reference these top five benefits.→ Read More
If you always recruit from the same places, with the same methods, you will always get the same people. In today’s competitive market you need to be creative. You have to go where the candidates are and have a long enough lead-time to get a good selection of candidates. If you want to be ahead of the competition, and bring in more innovation, then think with a diversity of thought mindset.
Here are seven winning strategies to ensure you hire employees that bring diversity of thought and ideas.→ Read More
Promoting in-house is a smart way to grow your business and invest in your staff towards leadership development. Companies that promote from within often have higher satisfaction ratings from employees and there’s nothing like the possibility of a promotion to keep your team working hard. According to Adam Foroughi, a co-founder and CEO:
“Outside hires can sap the motivation for mid-level and junior-level talent to work harder and move up the ladder. When you promote from within, your employees know that the sky’s the limit, so they always work hard and deliver more for your company.
If you’ve ever touched the recruiting process, you’re well aware that hiring can be expensive! However, you probably also know that making a bad hire is even more expensive. According to Forbes, a bad hire can costs an employer “thousands of dollars”. So what are the best ways to hire with different levels of budget? We’ve helped compile some top tips and tricks for those hiring on any budget.
If you only have $50 to spend on hiring you’re largely limited to free options which is not necessarily a bad thing. → Read More
It seems like nearly every company I’ve worked with is struggling to attract and retain strong technical resources, whether their organization competes in the technology space or not. We can chalk up the demand to the advancement of science and technology’s role in nearly every industry, service, and product out there—combined with a shortage of the necessary STEM (science, technology, engineering, and mathematics) talent to support those needs. And while there’s a lot of literature available on how to meet the needs and expectations of this audience, it seems worth adding a few words on this tricky employee group, specifically in regards to performance strategies.→ Read More
Robust onboarding programs are now the new norm, or at least expected to be, in strong-cultured companies. Studies show that when you invest in a new hire’s experience in the first 90 days, their performance over the lifetime in that company is drastically higher than those without a strong orientation.
Yet most programs focus only on brand new hires, overlook four important groups of people:
- New Parents
A parental leave can last anywhere from a few weeks in the States, to one year in Canada, or as much as 14 months if you live in Sweden.→ Read More
An employee’s success at a job can’t be predicted by his or her resume and experience. That piece of paper doesn’t tell you the full story. Sometimes, an individual’s soft skills or personal habits are a better indication of their aptitude and potential to succeed. If you can identify these common traits that successful employees share, you can find high-quality employees who will help your company thrive. Here are eight habits to be on the lookout for during your next round of hires.→ Read More
Your interviews are probably more unstructured than they should be.
Too many recruiters and hiring managers ask interview questions that reflect their biases, increasing the likelihood that they don’t fairly compare candidates. Even worse, many recruiters just “wing it” when conducting interviews because they claim that’s the best way to, “get a real feel for the candidate.” However, when discussing why Google turned to structured interviews, Google’s VP of People Operations Laszlo Bock made clear his thoughts on “winging it,” stating, “Typical, unstructured job interviews were pretty bad at predicting how someone would perform once hired.”
You may not be so unstructured as to totally wing it in an interview, but think of all the small talk you probably make over the course of interviewing someone.→ Read More
“Whatever your life’s work is, do it well. A man should do his job so well that the living, the dead, and the unborn could do it no better.” — Martin Luther King, Jr.
You’re looking to expand your team. Congratulations on your company’s growth spurt! Now you want to find candidates that fit your company culture and bring the right expertise to the job. While you could just post to one of the huge job sites like Craigslist or Indeed, there are a number of other unique and creative ways to grab the attention of your future colleague, and here are a few…
Offer Rewards: Offer a financial incentive to your current employees to assist with finding their new office buddy who will go the distance.→ Read More
When it comes to attracting talent, competitive pay and great benefits are two big factors. But there’s a third factor that’s high on the list: company culture. For some professionals, the opportunity to work for an organization with a productive culture that aligns with their own values and work style may even outweigh compensation when it comes to deciding on whether to take a particular job. So if you’ve put in the work to build a great company culture, it should be front and center during as you seek to find the best employees.→ Read More
The goal of every recruiter is to find a candidate that perfectly fits the open position. In fact, perfectly aligning a candidate with a company is the most rewarding experience a recruiter can have. When you hire the right person your company likely will not incur costs such as time lost in further recruitment efforts or in training somebody that might not be a perfect fit. To avoid extra costs, companies large and small alike need to find better ways to identify, attract, and subsequently retain top talent.→ Read More
The question of how to measure employee performance represents one of the last vestiges of old-school HR methodology. Today’s workforce is digitally transformed, highly social and mobile, made up of multiple generations, and collaborating across virtual and global locations. There has been a profound shift in the workforce away from hierarchical, top-down organizations towards teams and collaboration, where having a culture of recognition can drive engagement and results far more effectively than infrequent reviews handed down from on high by management.→ Read More
How important is it to have inspirational leadership versus average leadership? The answer: Very important. According to Great Leadership, organizations with the highest quality leaders were 13 times more likely to outperform their competition in key bottom-line metrics such as financial performance, quality of products and services, employee engagement and customer satisfaction. Which is why it should be mission-critical for businesses to focus on developing inspirational leaders to improve company culture, teamwork, performance and bottom-line results.
CEOs are focusing on leadership development opportunities for their workforce more than ever to maximize business performance and encourage their employees to reach their full potential.→ Read More
Skeletons in closets, magic disappearing acts, and people masquerading as someone else: Is Halloween coming or is it just the normal everyday stuff of HR nightmares? This year, avoid spooky business in the office by brushing up on these important HR trends.
#1: Unsuccessful New Hires Haunting Your Halls
A recent survey by Leadership IQ reported that, “46 percent of newly hired employees will fail within 18 months.” Forty-six percent! And it isn’t that you read their resumes wrong or they falsified their background and experience — it’s that those new hires simply are not a good fit for your company.→ Read More
Life would be simple if hiring the best people were only a matter of offering competitive pay. Incentive Magazine revealed employee benefits are more valuable than ever – according to MetLife’s 10th annual study of employee benefits trends, there is a strong relationship between satisfaction with benefits and overall job satisfaction. In today’s tight talent market, employers have to claim a unique position for their brand if they want to snag the top-tier candidates. Here are five compelling perks your business can use to make all your job openings magnetic.→ Read More
What type of candidates are you trying to recruit for your open job positions — top-notch or just so-so? The way you present your open job positions to the world can make all the difference. As you tackle recruiting and hiring, keep these 12 recruiting tips in mind in order to draft the perfect job description and attract top talent.
1. Begin with the end in mind
Instead of beginning with a list of duties and expectations, start by picturing your ideal candidate and what your standard of success would be for their performance.→ Read More
Boomerang employees are employees who leave an organization but later come back. There are some benefits, as well as some pitfalls, to rehiring these people.
Recruiters are great at bringing high-quality talent into your organization, but how can you recruit high-quality recruiters in the first place?
It’s time for the HR team to start marketing. Employer branding is an essential part of attracting high-quality job candidates.
If you’re wondering how to recruit employees, consider the right times to use in-house recruiters versus headhunting firms.
Employers today are more focused than ever on hiring for “fit.” They’re trying to find and vet employees that will jive with the culture, pace, and expectations that are unique to their workplace. With this evolution in priorities, there has also been an evolution in interviewing approaches. There are a wide variety of interview styles and question techniques out there, and Topgrading is one approach that claims to help you find better-quality candidates and reduce your number of mis-hires. In fact, it’s the approach that the recruiting team here at Achievers uses to make A-Player hires.→ Read More
The cost of losing an employee at any level is significant. Losing an entry-level employee can cost you up to half their salary, but losing a senior level executive can cost more than 400 percent of their salary.
Those are just the direct turnover costs. When you lose executives, there are other costs to the company, including loss of momentum and sometimes damage to the company’s reputation. That’s why companies invest so much time in the executive search process. Despite all that effort, 40 percent of executives who take a new position fail during their first 18 months in the job.→ Read More
Tech employees are a hot commodity in today’s job market. Your company has to compete with a lot of other popular employers if you want to hire the best web designers, IT professionals, software developers, and app builders. In many cases, the hiring managers tasked with technical recruiting have no background in tech themselves, and so they may find it difficult to identify, interview, and assess tech candidates. If this predicament sounds familiar to you, then you’ll benefit from using a few straightforward techniques to find the best person for your team.→ Read More
The workforce is changing rapidly, and many companies are struggling to update their talent management process to keep pace with new workplace cultures. Companies that can’t keep up with the expectations of today’s employees will see a decline in engagement — and a corresponding decrease in their bottom line.
A 2015 report by the Society for Human Resources Management (SHRM) gives a look into current levels of staff engagement. According to the report, only 39 percent of respondents are “very satisfied” with their job, indicating that there is a lot of work ahead for managers in the upcoming year.→ Read More
Gone are the days of poor working conditions, grueling hours, and no benefits. In recent years, companies have seen the importance of offering quality perks for their employees. This realization has spawned a steadily building competition among companies as they try to out-perk other employers. But with the myriad of options available, from unlimited vacation time, to office dogs, to free lunch, how can you tell if you’re creating a real impact or just spinning your wheels?
While company perks are not the primary reason candidates join companies, some benefits weigh heavier in a candidate’s decision process than others.→ Read More
Job candidates with STEM (science, technology, engineering, and math) skills are some of today’s most coveted professionals, and it’s a buyer’s market for people with this technical talent. In order to compete with other employers for STEM job candidates, employers need to go the extra mile. Here are 5 things your company can do to attract STEM candidates, from the initial inquiry all the way through to an accepted offer.
Start an apprenticeship program
One way to turn up the flow of STEM job applicants is to establish a presence in high schools and colleges.→ Read More
by Melanie Savas, Senior Talent Acquisition Specialist
Now that Millennials are becoming one of the biggest talent pools in the US workforce, organizations are realizing they need new and innovative ways to attract Gen Y candidates, employing both active and passive techniques. This generation brings a new list of requests to potential employers, including top-of-the-line technology, a wider array of benefits, more frequent feedback, growth opportunities, and flexibility. Most importantly, they want to do work that feels meaningful.
Tech-savvy Millennials rely heavily on social media to find the companies that can meet their needs.→ Read More
Today’s HR professionals should think of themselves as business leaders who happen to work in human resources. When they behave that way, they will be perceived that way by the C-suite, according to Jennifer McClure, president of Unbridled Talent LLC.
McClure spoke at Achievers Customer Experience 2015 about “Getting the C-Suite’s Attention: 7 Strategies for Transforming from HR Leader to Business Leader.” For the past three years, CEOs have listed Human Capital as their number-one challenge, and they look to human resources to help them overcome that challenge.→ Read More
According to the 2012 Allied Workforce Mobility Survey, employers lose an average of 23 percent of all new hires within their first year. Among those who stay, one third of employees don’t meet expected levels of productivity.
These are alarming statistics. They indicate that new hires are not receiving the quality guidance and onboarding they need when starting a new position. It also means that you, the employer, are probably spending far more in hiring costs than you need to.→ Read More
In the interests of efficiency, the hiring process is becoming increasingly automated. Hiring managers and recruiters are continually developing new ways to save time, reduce manual effort, and identify the best possible candidates for each open role. One outcome of this shift is that hiring managers are relying to an ever-greater extent on personality assessment tests. According to The Wall Street Journal, 8 of the 10 most prominent private employers now incorporate pre-hire personality testing in their application process.
For employers interested in following this trend, an abundance of such tests are readily available.→ Read More
Savvy hiring managers have shifted their thinking about how to vet prospective candidates: they’ve realized that they have better long-term success when they focus on cultural fit moreso than work history and experience. While many job skills can be taught through on-the-job training, there’s almost nothing a manager or HR person can do to change an employee’s personality, work preferences, and sources of motivation.
Finding a person who is the right match for your company’s culture can be tricky. Check out six cultural interview questions every recruiter should ask to determine whether a job candidate is a fit for your organization.→ Read More
How do you evaluate candidates for a job? Is college grade point average (GPA) an important metric that you integrate in your decision? In an era when analytics have become a key part of almost every business decision, GPA seems like an obvious number to rely on. It’s time to realize, however, that not all metrics are created equal. Many human capital experts agree that GPA has little or no predictive value for the performance of a student in their eventual job.→ Read More
These days, many companies are clamoring for college grads; each year brings a fresh pool of talent for you to tap. The great news about graduates is that if they’re intelligent and adaptable, they can work in almost any sector of your business. But what’s the best way to compete against all the other organizations trying to recruit the same candidates?
Keep in mind that new graduate recruitment and hiring millennials requires a different approach than recruiting seasoned professionals.
Demonstrate your company’s mission and meaning
Most college students want to feel like they’re a part of something meaningful and something that has a positive impact on the world.→ Read More
Guest post by Jeff Waldman, Founder & Social HR Strategist of Stratify and SocialHRCamp
Talent pool, talent network or talent community—semantics shemantics. We in the HR industry appear to be having some difficulties wrapping our heads around all of this. For starters, we can’t seem to agree on the definitions for each of these terms, let alone understand what the core purposes of each are. The so-called ‘industry influencers’ are struggling with this as well. If the thought-leaders and influencers are struggling, how can the industry at large have a clear understanding?→ Read More
This week’s reader question goes to Kate Pope, our Manager of Talent Acquisition. As our resident expert on all things recruitment, she shares her advice for getting the most out of employee referrals.
I really want to encourage employee referrals at my company, but I’m not sure where to start. What’s the first step? Is it going to be a lot of work (and if so, is it really worth the effort)? It seems intuitively like a good idea, but I need metrics to convince my boss.→ Read More
Guest Post by Kristen Dooley
On the heels of each comprehensive “Class of” survey with Achievers, one of the most common questions we receive here at ConnectEDU is “What does this mean for recruiters?” Millennials are poised to become half of the workforce in the United States and companies are increasingly interested in recruiting the right members of each graduating cohort. Naturally, we’re attuned to what those new graduates are looking for, and this year’s survey of 10,000 students is a useful tool for extrapolating effective tactics for recruiting from and branding for this group.→ Read More
Guest Post by: Meghan M. Biro
Recruiting the best talent and culture can be a heartbreaking process. While there’s nothing more exciting and fulfilling than finding the right person for a job, there are those times when – on paper or digital at least – the candidate seems a perfect fit, only to crash and burn within months of being hired. The tangible recruitment and training costs of these mis-hires can be high, and they also drain morale and energy from a team and company.
Last month, Google’s SVP of people operations Laszlo Bock gave a much-discussed interview to the New York Times on the role of Big Data in the recruitment process. On the one hand, he says, hard data can help you separate your feelings from the facts. While almost everyone thinks they’re leadership material, for instance, few people actually are.
That’s where Big Data can come in handy:
If you go back to somebody and say, “Look, you’re an eighth-percentile people manager at Google.
Our new infographic takes a close look at the anatomy of an employee referral. Check it out and learn how to decrease costs, expand your search, and hire higher-quality employees who will stay longer and work smarter!
Employee referral programs are a surefire way to decrease recruitment costs, extend your search, and acquire higher-quality employees who will stay longer and work smarter. In this excerpt from The ultimate guide to employee referrals, learn how to create your own referral program in five easy steps.
In our biweekly column, Ask Amelia, Achievers' head of HR Amelia Generalis addresses reader questions on creating employee success. This week she tackles recruiting the right talent.
“The most powerful competitive advantage any organization can have is employees who care.”
Mel Kleiman’s statement is simple yet effective. In his recent article, Kleiman discusses the importance of finding and hiring employees who care. These kinds of employees give discretionary effort, which is the definition of an engaged employee.
Engaged employees care about doing their job well, they care about the company’s products and services, they care about themselves and, most importantly, they care about the customer. Employees who care about customers provide superior service and experiences, which organically translates into increased customer retention and sales.→ Read More
Your company’s rapid growth calls for a hiring spree, and you receive hundreds of job inquiries from qualified candidates with all the right experience. Seems like a walk in the park, since you have a large talent pool at your fingertips. Although these resumes seem impressive, they may not indicate a fit for your company’s culture, which indicates you must be strategic to find the right talent.→ Read More
The ability to recruit top talent is a key determinant of business success. That is why companies invest time and resources into attracting candidates and then administering a tough interview process designed to uncover the top performers. As a result, the interview process has become increasingly more challenging for job seekers. Whether they include a panel, situational questions, or live presentations, interviews are designed to help companies learn more about applicants, their skill sets and cultural compatibility and, ultimately, identify the perfect match for the position.→ Read More
Hey A Advisor,
I need your help improving my recruitment program. We only have a few positions to fill, and even though we’ve seen some great applications, we haven’t had much success in bringing those candidates into our organization. Our problem seems to be somewhere in the interview process: it can often take a week or so to have an application approved by our leadership team, and almost every time we become excited about a new candidate they’re no longer interested by the time we contact them.→ Read More
“At this year’s Recruiting Innovation Summit six companies competed for a $10,000 grand prize for building cutting edge recruiting technology. This is a tell-tale sign that recruiters are back to work! So what is your organization doing to keep their talent? With new recruiting technologies and an increasingly connected workforce, keeping your best performers is harder than ever. Create an environment where your employees feel recognized and valued or you may have to dead bolt the office door.”
Do you ever get tired of reading mundane job descriptions? The inspiration for today’s post comes from an article by Software Advice blogger Jennifer King titled Six Ways to Sell a Millennial With Your Job Description, and it reaffirms the importance for employers to effectively “market” themselves to Millennials. Millennials are an organization’s future revenue generators, and employers should take proactive measures to recruit them before the competition sweeps them up. However, Millennials are a unique generation, so employers need to tailor their recruiting strategies to what attracts and motivates them.→ Read More
We have had so much trouble attracting great talent. While we’ve had a number of applications, the qualifications we’re coming across don’t match with the jobs. This makes a lot of work for our recruiting team, with not enough results. How can we attract better talent without exhausting our teams?
Phillip Jobs→ Read More
A Player [Ey-pley-er] noun: An A Player is a candidate or employee who has at least a 90 percent chance of achieving a set of outcomes that only 10 percent of other possible candidates or employees in this field could achieve. A Players aren’t good – they’re great. They’re top performers, role models, trailblazers, and Achievers.→ Read More
Why Achievers are Rockstars
For most people, the word “Rockstar” brings to mind electric guitars, head banging, and probably the lyrics “Oh, oh, oh, oh, sweet child of mmmmmiiiiiiiiiiiiiiinnnnneeeee”. But at Achievers, the word “Rockstar” brings to mind points, trips, and visa cards.
Wait. What?!→ Read More