Practical HR Tips, News & Advice. Updated Daily.
Yesterday we looked at the problem of candidates turning down job offers after you went through a lengthy and expensive process getting to that point. Today we’ll look at how personalizing a job offer can really make a difference.
How often have you or your hiring team put together a job offer for a well-qualified candidate only to have the offer rejected? This can be quite frustrating, and it can increase how long it takes to fill a given vacancy.
One of the most noteworthy statistics in a recent survey is that 29 percent of C-level executives and vice presidents say it’s “usually a surprise” when an employee resigns. That’s a large percentage of leaders who are missing the signs.
Let’s face it. Bad employees are just future turnover waiting to happen. However, with the right approach, some may be salvaged.
In today’s job market, employers have good reason to worry about their high performers jumping ship. Writing on Inc.com, Marcel Schwantes lists five questions you should ask those employees to increase your odds of keeping them on board:
Global research firm Great Place to Work has released its annual list of Best Workplaces for Parents. The award has advantages for companies on the list, as well as for those that didn’t receive recognition.
A job interview often concludes with the interviewer asking, “Do you have any questions?” The job candidate then has an opportunity to ask about anything that wasn’t covered or to get clarification about something that was said. At least that’s the idea behind the format.
It’s hard enough hiring new employees without making these common and damaging interview mistakes.
In a recent article we looked at the pros and cons of rehiring former employees. Today, we present a few more considerations.
As the time for New Year’s resolutions approaches, how about including one that will make your job easier? Why not take the initiative to partner with hiring managers?