by Rebecca Barnes-Hogg, SPHR, SHRM-SCP In a world where time is money, most of us lack the time and resources to wade through a sea of résumés to filter out résumé spammers and get a manageable number of highly-qualified candidates. One of the best ways to attract the best candidates and reduce the number of […]
Category: Job Descriptions
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.
There are some real reasons to stop and consider whether you should include salaries in your job descriptions. Today we’ll look at the pros.
By Kate McGovern Tornone, BLR Editor Current and accurate job descriptions are your best defense to Americans with Disabilities Act (ADA) claims, speakers told attendees at the Society for Human Resource Management’s (SHRM’s) annual conference.
Job descriptions can easily become inaccurate. Over time, many job requirements will change and evolve as the role changes and the business needs change. They can also change simply as a result of the employee taking responsibility for new tasks or from new projects that change the landscape of the role.
Creating good job descriptions is critical for most organizations. That seems obvious enough, yet this is a simple thing that often gets overlooked—especially when it comes to keeping those job descriptions continually accurate and updated in an ever-changing work environment.
During the hiring process, a crucial decision for an employer is whether to bring on a new individual as an employee or as a contractor. Granted, in some businesses the choice may be clear, but in others it can require more of a judgment call. This decision is not a small one—it has legal consequences […]
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:
Succession planning refers to the idea that the ability to fill key roles in an organization should not be left to chance—the succession should be planned in advance. From the CEO on down, a business should be prepared in advance with a plan of who might fill each key role when the time comes.
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 […]
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.