Seasonal hiring has gotten even more challenging in recent years, as unemployment rates hover around historic lows and the number of jobs that have been added has increased. In certain markets and for high-demand skill sets, the unemployment rate is even lower—often less than 2%.
In part 1 of this article, we were discussing the employee value proposition (EVP), which is the set of things that employees value that are received as part of working there. It’s essentially the reasons employees should work for you rather than the competition. Every organization has an EVP, but not every organization takes steps […]
Whenever a potential employee considers working for your organization, there are a lot of factors they will likely be considering—things like pay, benefits, company image, organizational values, and more. All of these things put together are the things that make up the EVP—the value that an employee derives from working there.
A recent study finds that over one-third of employees are always looking for their next job. This information resonates with recent retention problems in the world of recruiting. Today we’ll hear from Jim McCoy, vice president of ManpowerGroup Solutions, on what you can do to help reduce turnover and mitigate some of its costs.
As we saw in yesterday’s Advisor, the “continious candidate” is always in the market for a better job. How can you combat this problem? Today we’ll look at the rest of what Jim McCoy, vice president of ManpowerGroup Solutions, has to say on the topic.
From the SHRM 2016 Annual Conference & Exposition in Washington DC! We recently attended a session on the difference between having an engagement problem and having a hiring issue. The speaker, Bob Kelleher, elaborates on the topic.
Yesterday we looked at a survey by Accountemps® concerning boomerang employees, including how to encourage them to come back. Today we’ll explore some of the potential pitfalls of boomerang employees and how to avoid them, plus we’ll provide you an infographic with the survey results.
A recent survey by Accountemps® suggests that less than half of former employees (aka boomerang employees) would work for former employers again.
Many EVPs (employee value propositions) have nice-sounding platitudes that don’t represent how the organization behaves, says consultant Stephanie Tarant, PhD. Take Enron, for example, she says.
The Employee Value Proposition (EVP) is the value that applicants and employees perceive the employment deal to offer, says consultant Stephanie Tarant, PhD. She calls it “the foundation of an organization’s reputation as a place to work.”