With every New Year comes new laws and changes to state and Federal forms. Though many new laws are state specific and might not impact you, it is always a good idea to keep an eye open on what’s out there as they soon may be in a state near you. California is usually the frontrunner (whether you view that as good or bad) in workplace laws. Spurred by the #MeToo movement, in 2018, California Gov. Jerry Brown signed eight bills aimed at preventing sexual and other forms of harassment in the workplace.
For a moment, think about your company. What is your employment brand? This question is something many companies don’t know how to define and build. In order to figure out what your employment brand is, you must first think about what customers and employees say it is, and then what you think it is. The two might not always match up. If you aren’t sure what your employment brand is, ask yourself these questions:
Constructing an effective job application in today’s market requires creating an appropriate balance between simplicity and quality control. More often than not, job seekers will quit in the middle of an application and fail to ever complete the process. Losing out on those potential candidates can be the difference between capturing top quality talent and struggling to find a body to fill a position.
In a tight labor market, employers are struggling to recruit talent and highlight their brand as desirable. With clever recruiting avenues provided in the talentReef bundle such as Snapchat QR codes, Text to Apply, and Social Media integrations, customers are seeing a significant uptick in attracting the Millennial and Gen-Z presence in their hourly recruiting environments. The first interaction that an applicant has with the brand is as a customer. If this is positive, then the second interaction could be the application process. In order to keep this consumer attracted to the brand, it is important to highlight brand differentiators from the competitors in the space. Some examples include ability to highlight career pathing opportunities, employee testimonials, maybe even employee perks or benefits. Highlighting culture and brand in the recruiting process is a no-brainer, every competitor is doing this. Selecting talentReef to help you stay on top of recruiting trends is also a no-brainer.
2019, can you believe it? Remember when the world was concerned technology would implode when the clocks struck midnight on January 1, 2000? Now our whole lives live on technology; everything in our personal lives from our family photos, mortgage payments, the little devices we keep in our back pockets to our professional lives from customer relationship management, sales tracking, and Human Resource software, to name a few. These different technologies have transformed how we all live our lives and work every day.
Recruiters are like marketers. A marketer’s prospect is the equivalent of a recruiter’s job candidate. What makes a marketer successful is first thinking like their target market. Recruiters need to do the same. Before anything, even posting a job requisition, a recruiter must first put themselves into a candidate’s shoes. They need to think about where the job candidates search for jobs? What is important to the candidates when applying for jobs? And, would they apply for their own job posting?
At talentReef, we’re always looking for ways to help employers find the right talent, fast. That’s why we’re excited to partner with Indeed and launch our new Indeed Sponsored Jobs integration. The integration lets you promote your jobs on Indeed using the talentReef platform, and gives you the performance data you need to optimize your hiring.
Feedback and Recognition are critical to the success of your employees. According to the Harvard Business Review, when used appropriately, feedback gives employees the opportunity for development and career growth. Both positive feedback and constructive criticism can be a means to an end in reaching business goals as it leads to better decision making and provides motivation for increased productivity. When done correctly and combined with recognition, employee engagement can blossom.
So many of the processes associated with Human Resources are filled with large amounts of paperwork. Everything from the process of sorting through one application after another to recruit the best candidate; to all the paperwork associated with new hires starting with the company; to facilitating, testing, and tracking training; and to evaluating employees with performance reviews and warnings; traditionally, each process is time consuming and paper intensive:
From the news telling us on a daily basis to us all experiencing it first hand, the labor market is the most competitive it has been in years. There are more jobs available than there are workers, perhaps no one knows that more than service industry employers. The talent shortages are crippling many businesses. Some businesses can’t find enough employees to staff their shifts and to open their doors for business. With the employees that they do have, they are constantly facing the risk that those employees will find new jobs and no-show for their next shift.