Practical HR Tips, News & Advice. Updated Daily.
Employees have certain expectations when it comes to salary. While a company may not be able to meet all expectations, creating a culture that addresses issues related to pay can positively impact employee engagement and retention, as well as recruiting and hiring.
Talent acquisition tips often make the assumption that a company has something it may not have: a robust recruiting budget.
A new study by Hays shows that many businesses that plan on growth in 2018 will suffer serious recruiting challenges and skill shortages.
We all know how much recruiting has changed over the last few years. Applicants no longer drop their résumé in the lobby drop box, they rarely fill out paper applications as walk-ins, and calls to speak to HR about open positions listed in the newspaper are practically non-existent.
The world’s largest private employer has announced it will raise starting pay for all its U.S. workers to $11 per hour. The change, which takes effect with the Feb. 17 pay cycle, is the latest in a series of salary increases, aimed at better wages for associates.
A recent survey from global staffing firm Robert Half finds employers are having difficulty recruiting top talent, given that the unemployment rate for college-educated workers is around 2 percent.
A new survey from job site Glassdoor finds that 35 percent of hiring decision makers expect more employees to quit in 2018. Among those surveyed nearly half (45 percent) indicate that salary is the top reason for employees changing jobs, followed by career advancement opportunities, benefits, and location.
Career coaches often recommend that job seekers set up informational interviews, in order to explore career paths and employment opportunities. Although typically initiated by job seekers, informational interviews have advantages for employers as well.
In part 1 of this article we uncovered the latest pulse of tech-employee engagement—along with a peek into the differences that are fueling its low ratings. Today we continue with three more ways to refocus your workforce strategies on this all-important employee group, as suggested within fresh research by Willis Towers Watson.
Yesterday we looked at the problem of candidates turning down job offers after you went through a lengthy and expensive process getting to that point. Today we’ll look at how personalizing a job offer can really make a difference.