Practical HR Tips, News & Advice. Updated Daily.
Talent pool engagement, as the name implies, happens when an organization takes active steps to stay engaged with prospective employees—often before they’ve even applied at the organization. With today’s ever-connected online environment, there are ever more ways for employers to stay in touch with the talent pool, no matter the size.
Believe it or not, the winter season does affect your employees’ productivity and overall health. And research has discovered that workers are more productive when they’re warm compared to when they’re cold.
The gig economy is becoming increasingly popular. It is a free market system in which workers are primarily engaged in temporary work on a freelance basis as opposed to full-time work on a permanent basis.
Employers have been implementing employee wellness programs for decades. But one aspect of wellness that may be overlooked is what’s being called “digital wellbeing.”
Most employees think of compensation primarily in salary terms, but how aware are they of the total cost of their compensation package? And are employers properly communicating the value of benefits?
With the new year in full swing, many companies may be looking to fill recently allotted roles. Hiring competition is expected to be fierce among employers—just last November, the increase in new jobs added to the market was double the number of people entering the labor force each month.
In part one, we covered how improving your hiring process by focusing on the candidate experience is a sure-fire way to progress your overall employee experience, which in turn will keep top talent sticking around.
With the rise of artificial intelligence and automation, many industries are facing talent shortages right now and will continue to do so over the next decade or so. And current studies and research indicate that the skills gap is widening and that this will cost companies over $8.5 trillion in economic opportunity.
According to seminal studies, over half of the American workforce is disengaged, costing organizations between $450 billion and $550 billion annually.
In 2019 and beyond, you’ll want to look for the six things listed below when you’re considering job candidates.