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When hurricanes crop up and threaten to derail regularly scheduled business, it’s important to take charge of critical tasks and formulate a plan to communicate effectively during the storm. When panic sets in, it’s easy to overlook things that make returning to work less of a headache. Here is a quick hurricane checklist to help your company cover the basics:
Unemployment is the lowest it's been in 10 years. This is great news for our economy, but it gives employers new hiring challenges. When you’re ready to grow, you may find that the number of qualified applicants is not as large as it was a few years ago. One of the best (and often under-tapped) hiring resources is a strong internship program. However, interns are notoriously challenging to manage and often require hand-holding that company leaders don’t have time for. Striking the right balance between managing interns, seeing them progress, and ensuring they have a great experience takes a little finesse. Here are some tips to help your team keep their sanity and ensure your internship program positively contributes to your hiring strategy:
How long has it been since you’ve revisited the different steps involved in your hiring process? We often see processes stay in place because people are too busy to question the system. This is a big pitfall when it comes to recruiting and hiring talented people. How many steps and how many days does it take a candidate to go from an application to an offer letter? According to a study done a couple of years ago by Glassdoor, the national average is 23 days—or just over three weeks. And more recent reports have this average closer to 30 days. What are the pros and cons to a faster hiring process? Read on to find out…
You’ve heard it before: “people don’t leave jobs, they leave managers.” At 4.3%, the current unemployment rate is the lowest it’s been in 10 years. This is great news for job seekers (and our economy), but bad news for employers because it means employees have more options. In short, don’t take your team for granted by making assumptions about their commitment. Here are 5 reasons your employees are circulating their resumes:
2017 is proving to be the year of the I-9. On July 17th, The United States Citizenship and Immigration Services released ANOTHER new version of the Form I-9 that is used to verify the identity and eligibility of any employee working in the U.S. As an employer, you’re required by law to properly complete an I-9 on each employee you hire, regardless of whether they are a U.S. citizen. Your Human Resources team is responsible for ensuring that I-9’s are completed accurately and that the documents your employees present to verify their eligibility to work are valid. Learn More about the latest I-9 updates here:
It’s easy to quiz candidates about why you should hire them, but are you prepared to convince them that you’re the best employer? When interviewing a candidate, it's easy to forget that they're interviewing you too. Many employers glaze over why someone should pick their company. Whether it’s because you assume they already know how great your business is, or because you think that since they've applied to the job they must already be sold, it’s important not to forget to sell your company. This is especially true when speaking with passive candidates, or candidates who may be interviewing with multiple companies. Salary and benefits aside, here are 3 ways to sell your company to potential employees:
As a company leader, you’re no stranger to having difficult conversations. In today’s world, you’ll see some really interesting behavior in the workplace. But nothing is more uncomfortable than these 3 topics that you may have to address, especially during the summer months…
We know you feel guilty. Layoffs are one of the most unpleasant parts of a leadership role. It doesn’t matter if it’s one person or an entire department, telling someone that their employment with you has come to an end is always a challenge. Your approach matters. If you have an in-house HR team, they’ll help you navigate the process—if you don’t, you’ll want to prepare ahead of time for the different situations you may encounter. Here is our guide to handling a layoff with dignity:
When you’re Ready-to-Hire, it can be tempting to skip steps when you need help fast. Don’t fall prey to this! One of the most valuable pre-hire tools is a comprehensive reference check that covers everything from technical skills, to attendance and leadership potential. The importance of extracting key information and details during a reference check is critical. You’ll also notice clues that help you evaluate the level of value you can place on the person providing the reference. Some companies will only confirm if the person worked for them, but there is no harm in trying to get more information. Here are our best reference questions and strategies:
Workplace stress is a top reason high performers opt to leave a job. Stress is our body’s natural response to changes and demands, and stress management is a critical part of a strong team. As a business leader, a strong team is your biggest asset. There are two kinds of stress: positive stress and negative stress. Positive stress is related to things that are demanding, but exciting—while negative stress causes anxiety and feels unpleasant. Here are 5 ways to help your team manage inevitable workplace stress:
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