Startup companies have to make every hire really count. As a result, they often use unique and innovative tactics to find quality candidates.
I interviewed four women in senior HR positions. All are extremely successful in their chosen careers, but how did they get where they are today?
HR is becoming “more strategic.” But what does exactly does that mean? And what positions will this “more strategic” HR department of the future include?
Every business owner knows hiring recent college grads can be challenging. We’ve learned the hard way that many recent grads are not yet ready for the real world.
Honesty isn’t simply the best policy–it’s the only way to build a “happy” workplace and a successful organization.
Put simply, hiring is hard. Personality testing companies like eHarmony are entering the recruiting space–but will algorithms make hiring any easier?
Despite traditional thinking, low employee turnover isn’t always preferable–it can indicate that your employees are poorly selected, overpaid and complacent.
Social media has increased the number of candidate recruiting channels available to recruiters. But do these new channels deliver high quality candidates?
Payroll has long been one of the most outsourced functions in the business world, but it might be worth considering keeping payroll in-house.
The human resources department is doomed. There’s no viable future for the HR function. At least that’s what some are saying. They’re wrong.
Some great hires are “diamonds in the rough”: intelligent, passionate and driven people who may not be immediately obvious as the right fit.
If employees can refer great new hires, why can’t people who don’t work for us? Our 500 Bucks Program takes referrals a step further.
We learned the hard way that we needed to hire more for raw talent in candidates than job experience. Our solution? The “coffee scenario.”
Through my experience interviewing hundreds of recent grads for my own business, I’ve come up with this list of tips for job-seeking, recent college graduates.
In the wake of low employee engagement scores, executive leadership at Marsh committed to making the company a great place to work.
Tuition assistance programs can close employees’ skill gaps in the near term, and strengthen your internal pipeline of leadership candidates in the long term.
Performance and potential are not mutually exclusive. A manager who understands the difference will be more effective in engaging and retaining both.
63 percent of U.S. workers “are not fully engaged in their work and are struggling to cope with work situations that don’t provide sufficient support.”
Incorporating a formalized recognition program into your talent management initiatives could be the linchpin that prevents good people from leaving your company.
A change has to occur in the way companies source leaders. Rather than look outward when a leader is needed, they should instead continuously look inward.