Hiring Smarts

If you genuinely want to survey your employees about an important issue, here are six necessary steps to take when designing the survey and executing on feedback you receive.

Employer branding may be an unfamiliar term to most, but HR departments and business owners need to understand its implications for the sake of future company growth.

Whether it’s a boozefest or a snoozefest, there is a lot of room for error (not to mention potential for litigation) when the boss throws a party. But there are things that you can do to improve your odds of throwing a party your employees will be talking about until next year.

As employers, we want to position our company and our opportunity in the best possible light, of course. However, we also want to make sure that we are presenting candidates with a true representation of what our company culture really is.

Here are six actions employers can take right now to turn the tide of disengagement to one where employees are excited about their jobs and genuinely care about the company for which they work.

Culture has become a buzzword in the workplace, and employers are no longer able to turn a blind eye. If you find your corporate culture lacking, consider implementing these culture trends.

To better understand today’s job seeker, employers should consider the five f’s that most people are looking for in a position.

Some are big fat lies. Others are much less obvious. Either way, HR professionals and hiring managers need to train themselves to spot resume lies for several important reasons.

Employees leave for various reasons, but there is a subtle trend that employers need to be aware of if they plan on keeping their employees.

While they care about their employee’s well-being, many employers also believe it will save them money. But what can employers do to increase their odds of success with workplace wellness programs?

The thriving job market presents a challenge to employers. When employees have so many options, any inadequacy on the part of their company can be motivation to leave it.Here are recommendations for how your company’s leaders can ensure employees don’t call it quits any time soon.

As an employer, what are you doing right (or wrong) in the recruiting and hiring process? What does your company lack in terms of the application process, culture, and branding? And what are you willing to provide to get top-level talent in the door?

Assess your employee referral program for successful recruitment strategy results. Adjust reward values to gain valuable recruits and reduce attrition rates.

Struggling to find skilled employees? Unique recruitment strategies create a talent funnel with scholarships and tuition assistance for high school students.

Let’s figure out if your ATS is hurting your recruiting efforts as much (or more) than helping them.

Changing your drug policy? These five steps take you through the process for legal, communication, training and tracking needs with metric-based adjustments.

Is your drug testing program giving you a positive return on investment (ROI)? Assess your costs with work environment needs to evaluate drug policy changes.

Marijuana laws are changing. Consider if your drug testing should change for your needs, culture, monitoring and employee safety without impairing recruitment.

Few things are more discouraging than when a great employee gives their notice.

One of the biggest challenges facing service businesses is finding great employees. Learn how you can use this strategy to overcome those challenges.