Talent sourcing has long evolved from the days of placing a help wanted ad in a newspaper or store front. Companies today are proactively using social networks and online digital platforms like Facebook, Instagram and even Twitter to search and find talent. It is important to understand the best quality and number of candidates from these searches to create a true recruitment strategy.
The typical employer-employee relationship is under threat. Once, job seekers prioritized regular hours, a dependable salary, stability, and benefits. Now, job seekers are increasingly comfortable working as contractors, vulnerable to the winds of business but enjoying personal choice.
Gallup’s 2017 State of the American Workplace issued a dire evaluation on employee engagement. After analyzing data collected from more than 195,600 U.S. employees, more than 31 million respondents, and insight from leading Fortune 1000 companies, Gallup concluded that only 33% of American workers are actively engaged, 51% are indifferent, and 16% are actively disengaged. The stakes of this disengagement are severe. Jim Clifton, the Chairman and CEO of Gallup notes, “if American companies were simply to double the number of engaged workers from one-third to two-thirds, spirited employees would reverse our seriously declining national productivity.” What are the benefits that could be brought to your company given boosted engagement?
HR technology is evolving at a rapid pace, as technology itself advances. HR and business leaders are turning to the latest technologies to make their people processes efficient and effective, and to deliver high performance. Name the sub domain of HR and you will find the infiltration of mobile, cloud, analytics and other emerging technologies transforming the very fundamentals.
With Millennials and Gen Zers moving into the workforce daily, the “old school” process of a one-day onboarding has become a thing of the past.
As society continues to evolve, so does the technological footprint within every segment of business. Specifically, within the hourly workplace and recruiting strategies, the tech footprint continues to deepen its presence. With innovations such as text-to-apply, social media, and brand distinction methods, organizations are neck-in-neck with attracting top talent.
Having great talent can set your organization apart from your competition. A quality Recruiting and Talent Management platform should help your company find, hire and manage that talent. Without a system, your company is missing out on the best candidates, wasting time and possibly costing the business money, and not properly building the strongest workforce. While you don’t need convincing of this, gaining executive buy-in is no small feat.
In today’s day and age, it seems as if social media rules everything— It might be sad to say, but true. It used to be that word of mouth, television, newspapers, radio stations or billboards got the word out about discounts, events, savings, etc. but with the improvement of smartphones, those days are long gone.
Over the last several years, many states, the District of Columbia, and local governments have considered measures that would bar companies from asking applicants about prior salary history. These measures represent an effort by lawmakers to close pay gaps historically experienced by women, certain ethnicities and races, and other underrepresented populations in the workforce. The idea is that it evens the playing field by increasing the negotiating power of these workers and eliminates the perpetuation of unequal pay throughout a person's career.