The experiences people have with an organization can be make or break opportunities when it comes to talent attraction, engagement and retention. We cannot forget the human in human resources. Here are five articles to help you thoughtfully think through your employer branding, hiring and onboarding experiences. Enjoy!
Every brand wants to be a thought leader. The democratization of media — first through blogs, followed by social media — seemed to open the possibility that any brand could, provided they had something to say. But somewhere between ideation and execution, things got muddled.
At a time when digital media was offering everyone a microphone, brands responded with a muzzle. Instead, reaping the benefits of the full intellectual firepower of their employees, brands created a caste system that privileged the voices of executives over the ideas of employees, and introduced strict rules determining who is allowed to speak and in what context.
Regardless of your business’s size, history and industry, every one of your new employees must go through an initial learning process. Despite most people viewing this “onboarding” process as innocuous, or even trivial, it’s one of the most vulnerable periods of your hiring process. How you approach it could mean the difference between starting off your new working relationship with momentum and setting up your new employee for failure.
But how can you make your onboarding process better?
Having an effective onboarding process can make all the difference regarding employee satisfaction, engagement, and retention. In fact, data indicates that one-third of new hires quit their job after about six months. Proper onboarding can help prevent that.
Onboarding requires time, effort, and a plan. What about if you’re hiring remote employees? If a new employee works remotely, onboarding is just as important—but the process might require some additional steps. Here’s a step-by-step guide to onboarding a remote employee.
New research shows that only one out of every 100 candidates is hired in today's employment market. But there are some ways you can improve your chances of finding great talent.
In an IT market starved for talent, it's not easy to find qualified candidates. In fact, only one out of every 100 candidates is hired, according to new research from recruiting and ATS software company Lever.
With nearly eight million Americans unemployed and looking for work while nearly six million jobs remain unfilled, it’s fair to say that technology has not disrupted the labor market in a good way.
In fact, most employers believe technology has made hiring harder. Approximately 85 percent of job descriptions are posted online, and with each job description yielding hundreds of digital applications — the vast majority presenting uniform credentials (i.e., degrees) that are very difficult to differentiate — the sanity of hiring managers depends on keyword-based filters in applicant tracking systems (ATS) that yield candidate pools that are workable, albeit incredibly imprecise.
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Shannon Smedstad (@shannonsmedstad) is a Lead Consultant & Project Manager for exaqueo, a workforce consultancy that helps organizations build their cultures, employer brands and talent strategies. Contact exaqueo to learn more about our employer brand innovation, workforce research and recruiting strategy offerings.