What is the best way to determine the real salary expectation of a job seeker or current employee? First, do NOT assume anything !!
This is an especially pertinent question in a time of high unemployment. Because of the number of job seekers out there, employers can offer lower-than-usual salaries to prospects. If staffing services don’t help their job seekers have realistic and workable salary expectations, they will find it hard to make placements.
A recent article in HirePlateau, an information hub for recruiters and other staffing professionals, provided some important insights for the staffing professional:
One of the most important parts of a dynamic workplace is diversity – a number of different views, opinions, lifestyles, and characters working together in harmony. In the current day and age, a workplace issue is starting to arise more and more and that is the place of body modification in the workplace. Body modification is a broad term encompassing all types of piercings and tattoos in a work environment. Here are a few different suggestions of how to handle this growing trend:
Over 80 million professionals use LinkedIn to exchange employment information, ideas and opportunities.
80 million! That sounds like a great HR database…but only if you know how to easily find what you’re looking for. Searching for individuals and companies is easy enough on LinkedIn, but if you want to be efficient and effective at finding good candidates, there are a few tips and tricks you should know.
1. Create a strong company and career page on LinkedIn. LinkedIn has always had the reputation of the professional or ‘networking network’ and therefore job seekers have used it as another job search engine.
Sometimes the simplest of employee problems can end up making big waves down the line – here are five common employee problems and suggestions on how to diffuse them before they end up causing you more trouble than you would like.
1. Absenteeism and Tardiness. When an employee misses work, it not only costs money but can inconvenience customers and co-workers. When it comes to issues with tardiness and absenteeism, strict policy enforcement from the get go is key. If a person can get away with something, even if they do not realize it expressly, they tend to do that thing more often. A way to ensure that this is taken seriously is by immediately talking to the employee the minute a problem is spotted, circulating company policy via e-mail and making it a part of performance reviews.
A large part of the human capital supply chain is the acquisition and sourcing of many talents – but the process of obtaining these assets in the first place is also an important detail. Resumes are read, interviewees are spoken to, and decisions are made. Quality hiring practices are too frequently abandoned because of the inconvenience of finding the proper employee in a sufficient amount of time. There are a number of ways to ease the process and the one I’m addressing today is personality testing. The use of personality testing can be quite beneficial in the streamlining of the hiring process and here are three reasons why:
Compensation is no match for worker happiness, as I recently shared, in my post on how best to fill job vacancies. But how does compensation stand up to passion?
Recent research into what compels employee performance is changing our understanding of what motivational techniques are truly most effective. Contained within this research are important implications for staffing firms, corporations and executive search firms struggling with executive level job vacancies.
The video embedded below, courtesy of RSA, cites the aforementioned new research that shows a clear difference in the results achieved when using money as a motivator:
What better way to spend a weekend than by thinking about your corporate recruitment strategy?
For those of you now rolling your eyes, roll them back this way and press play:
The Green Dot, a Deloitte Film Festival finalist sneaks more corporate recruitment tips into two and one half entertaining minutes than most highly paid advisors can eek out in a 90 minute presentation.
Preparing for your latest job fair? As you spend a full day frantically packing your signage, gathering your business cards and concepting your booth game, your savviest competitor has already reached out to six candidates – each more qualified than you will meet at your fair.
How did they do it? By realizing long ago that job fairs are a dying recruiting tactic and evolving their strategy.
After attending the HR Thought Leadership conference in Atlantic City in June, I came away with a bunch of insights from attendees and other speakers about the Future of Human Capital Supply Chain Software. I heard from a number of corporate HR executives that there is a HUGE market globally for the “replacement” of first generation 1.0 Talent Management systems over the next few years. This is being driven by the explosion of Web 2.0 technologies and the dis-satisfaction that many corporate HR users have with their “over-sold” current 1.0 talent management solutions.
Tim Giehll, CEO of Bond Talent and eEmpACT, brings more than 30 years of experience as a staffing industry veteran, technology visionary and manufacturing expert to his role as co-author of Human Capital Supply Chains.
Sara Moss is co-founder and CEO of The Code Works Inc., a technology consulting company focused on the staffing and recruiting industry. Sara and her team develop actionable technology strategies to enable their client’s business goals.
