Hiring those from within our close personal network—i.e., friends and family—has been a common practice since the earliest days of specialized work. We feel like we can trust people we know, want to give them a means of income, and want to groom someone to take over after we, or other employees, leave the company. But […]
Category: Internal Recruiting & Workforce Planning
Sourcing candidates from within the company has great advantages—you know what sort of worker you are dealing with, and morale is boosted for everyone who sees internal opportunity.
For centuries, children often followed in the footsteps of their parents when entering the workforce. If your father was a farmer or a blacksmith or a fisherman, that is what you were taught, and that was what you were likely to also do when you came of age. The same holds true to some extent […]
In order to fill vacant roles, employers are resorting to new methods to recruit new talent. However, one strategy that has been around for years, is the use of internal referrals. Essentially, existing employees are given a bonus if they refer a candidate who is hired and stays with the company for a set period […]
Unemployment is at record lows, and Baby Boomers are leaving the workforce at increasing rates. For companies that are struggling to fill roles, they should look to current employees to make lateral moves to help fill the void. However, companies need to know how to retain workers in order to keep them around.
Succession planning is a great strategy for filling roles left by retiring employees, but due to a skills shortage across many industries, employers are using succession planning to help fill their immediate talent shortage needs.
Do you have a succession plan in place? If not, you may want to consider one, as turnover is a fact of life for any business. Whether due to an employee retiring, leaving for a different opportunity, or being promoted or moved to a different position, businesses frequently need to fill roles due to turnover. Some […]
What’s a better way to attract skilled workers than to get them hot off the heels of an apprenticeship, and fortunately for California employers the number of apprentices is expected to reach 100,000 by 2020.
A new report finds that while a majority of companies, 63 percent, have a “Future of Work” plan in place, several roadblocks are impeding companies from truly transforming their workforce to be more dynamic.
Job candidates want to know about career paths. Is your company prepared for this conversation?
Obviously, terminating an employee is a challenging situation. There can be a legal blowback, it’s stressful for the employee, and it creates a void at the workplace. But, what if you didn’t have to let them go? Today we’ll look at some alternatives.