With most companies turning to social media for business promotion, a company social media account is looking more and more like a company asset. Yet the lines of ownership are easily blurred. Consider these questions:
You use job descriptions for everything from hiring to evaluation, so you want your descriptions to be as precise as possible. Use our tips to help you refine your job descriptions, stay competitive in your industry, and attract the best qualified employees.
Free Special Report: 5 Mistakes Everyone Makes With Job Descriptions and How to Avoid Them
Employers are facing tough decisions when it comes to full-time, part-time, and contingent employees and their bottom line. Some organizations are considering the possibility of employing a contingent workforce, comprised of temporary workers or contractors, to perform necessary functions. After all, payroll taxes, benefit costs, and other employee-centric issues may be diminished by relying on these employees. And this allows employers to be more flexible with their workforce needs over time.
When using contingent workers, defined as non-traditional and non-employee workers (often either independent contractors or workers leased from temp agencies or professional employer organizations), employers remove a lot of the hassles associated with managing a workforce internally. However, they also introduce some risks, especially since the decisions are often out of their hands.
Yesterday’s Advisor featured consultant Gordon Medlock’s tips for managing job descriptions in today’s integrated environment. Today, the need to link the JDs to your Integrated Talent Management (ITM) program.
In Yesterday’s Advisor, we covered the basic pitfalls in job description writing. Today, a handy job analysis questionnaire you can use, plus good news—there’s a checklist-based audit system for you to use to evaluate all your HR practices.