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The initial impression a company makes on potential employees can have an enormous impact on the organization’s bottom line. The Harvard Business Review estimates that 80% of employee turnover is due to poor hiring decisions. Take a second to think back on a handful of coworkers who no longer work with you. How many of them should have never been hired in the first place? Optimizing the recruitment process will help attract and hire the best potential employees available.
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Categories: Recruitment | Tags: | Comments: (0) | View Count: (473)
Diversity and Inclusion are extremely important at your organization. Here we break down exactly what diversity and inclusion is, how to make your company diverse, and why this is so important not only to your workforce, but also your bottom-line.
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Mid-level managers who aspire to grow into roles of greater responsibility often lack the foundational leadership skills that are critical to further their careers. In order to help understand this gap, we asked CEOs of some of the world’s most successful companies what skills mid-level managers need to advance in their careers, and they identified eight skills most foundational to leadership success.
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Categories: Leadership | Tags: | Comments: (0) | View Count: (546)
The onboarding process, or the process by which new hires become productive employees, is a crucial step to ensuring new workers become successful long-term employees of your organization. In an employee-in-control marketplace, where first-year turnover accounted for over one-third of all employee turnover last year, effectively onboarding new hires becomes increasingly important to employee retention.
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Categories: Onboarding, Retention | Tags: | Comments: (0) | View Count: (600)
The basic idea of workforce analytics is that we can use math, statistics and computer programming to build models that increase our ability to identify certain types of employees. The goals of using these models may vary across HR functions. For example, we may want to predict a job candidate’s likelihood of performing, find workers who are at risk of leaving or identify top talent for succession planning. Ideally, we also want to unpack these models for further insight into the elements that ...
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Categories: Leadership | Tags: | Comments: (0) | View Count: (381)
The Bureau of Labor and Statistics released the July 2017 Jobs Report last week showing a continued growth in jobs and a continued decline in unemployment, further strengthening the employee-in-control marketplace.
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Categories: Onboarding, Engagement, Stay Interviews, Exit Interviews, Retention | Tags: | Comments: (0) | View Count: (486)
A pulse survey is a quick and frequent survey method that is a compliment to an overall employee engagement and retention strategy. A pulse survey is one-to-three questions, and questions are designed to get insight into key conditions of the workplace from the employees’ perspective.
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Categories: Engagement, Leadership, Retention | Tags: | Comments: (0) | View Count: (513)
Exit Interviews are widely used tools, intended to provide the reasons why employees leave with insights to help inform changes to prevent further turnover. However, frequently, Exit Interviews are conducted through internal interviews with supervisors that do not deliver true reasons, or through quantitative surveys that provide only a rating.
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Categories: Exit Interviews, Retention | Tags: | Comments: (0) | View Count: (446)
The question is, how should organizations go about becoming a great place to work? The answer is fairly simple – give your employees a voice. If you want to become a great place to work you must ask for and listen to feedback from your employees in a way that will bring out meaningful insights. Employees will tell you where you are doing great and where you need to make some improvements, when you ask in the right way.
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Categories: Leadership | Tags: | Comments: (0) | View Count: (846)
Nurses at the Tufts Medical Center, in Boston, recently spoke out about their working conditions in the form of a one-day strike, specifically protesting general treatment, compensation and patient-safety. If this feedback isn’t enough for Tufts to take action, the nurses’ picket line has provoked the Massachusetts Nurses Association (MNA) to publicly weigh in with their opinions.
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Categories: Onboarding, Engagement, Stay Interviews, Exit Interviews, Retention | Tags: | Comments: (0) | View Count: (426)
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