Did you know?

...The companies on Fortune's list of the "Best 100 Companies to Work For" increased their stock price by 14% per year between 1998 and 2005. 

...Highly engaged employees outperform disengaged colleagues by 20-28% according to the Conference Board.

...Towers Perrin found over a three year period of time companies increased their operating margins by 5.75% when their employees were engaged.

The current economic climate has caused many companies to just stick to their core business.  However, what companies cannot forget to do is still look for talent that will embrace the culture of their organization ...

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Authors frequently share tips on how HR professionals can attract talented candidates.  Yet, over the past 15 years, I have talked to hundreds of individuals who were currently looking for work or who had recently been seeking work.  All too often they shared their discontent with the job seeking process.  Every one of them shared how poorly they were treated and how, more often than not, they never heard back from the employer after they applied for a position. 

Many of these individuals I knew personally.  Furthermore, I had extensive knowledge about their work history and ethics.  These individuals were ...

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On any given day over the last few years, human resource professionals probably have read multiple articles about how important it is to match the candidate to the culture of the organization.  This is not an easy task.  Therefore, many HR professionals have engaged consultants that profess how much experience they have in recruitment marketing strategies and attracting the right talent to any given organization. 

In good faith, HR professionals have paid these consultants to help them conduct national employment campaigns based on the assurance that the advertising/marketing strategies will attract the right talent to their organization.  What many ...

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Individuals and organizations are most successful when they possess similar values, goals, and interests.  Similar attributes between individuals tend to improve communication and liking, which affects an employee�??s morale and organizational outcomes.  Recruiters and managers frequently hire based on skills and education, and terminate employees for their poor behavior.  Therefore, it is imperative that a recruiter focus on hiring employment candidates that want to embrace the culture of the organization. 

Tips for conducting an effective interview:

·         Obtain facts about a person�??s life and work history

o   Conduct background checks, credit checks, and references

·         Predict whether  the individual will ...

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Today, employers from every industry face a major challenge finding and retaining employees who will be effective within their organization.  The types and combination of skills needed in the work place contribute to the challenge of finding and keeping good employees.  In an effort to streamline the sourcing and selection process, most organizations moved to an automated applicant tracking system which is used to identify job candidates who are a good match for open positions.

In the beginning, the move to the online process seemed like the right thing to do.  After all, everyone was talking about �??going paperless.�??   However ...

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Is there really a shortage of talent or do organizations make it so hard for applicants to apply for a job that they just give up?  How can we select the best if we never talk to the best?

Picture this:  The job candidate finds a job online that is a perfect match to his skill set.  The applicant follows the online instructions to apply for the position only to receive an error message indicating that the transaction cannot be completed.  The candidate refuses to give up and several clicks later the applicant finds the phone number, fax number and ...

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How Does a Company Best Utilize the Older Worker?s Skill Level?

During the past few years the stock market has taken a downward turn several times.  The baby boomers that have been approaching retirement during this period of time are now looking at their investments and saying, ?I cannot retire.?  More importantly, many of them do not want to retire.  Why?  Well this is the generation that invented the 60-hour work week, found identity in what they did for a living, and vowed never to get old. The question is, ?What type of jobs will make these individuals flourish ...

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Should companies actively recruit the older worker?

From where I sit, the answer is a resounding ?yes?, for a number of reasons.

First and foremost is the fact that as the ?baby boomer? generation reaches retirement, there will simply not be enough workers to replace them; the resulting labor shortage will be huge and must be filled.

Increasingly, this problem is being addressed by the United States as well as other countries in the world including Australia, the United Kingdom, and New Zealand. In many cases, the solution is to recruit and/or retain these baby boomers who invented the ...

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When I think of the word ?recruitment," I immediately envision a soon to be college graduate attending a career fair on campus and being courted by a number of corporate recruiters

What about the ?older? worker, and by that I mean the baby boomer, who 1) was forced to take an early retirement; 2) has had his/her pension wiped out by a corporate scandal; or 3) wants and needs to work past retirement age because his/her retirement income is insufficient.  These individuals have already worked 30-40 years, possess a wealth of knowledge, have proven themselves in the work ...

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In the May 28, 2008 issue of TIME magazine, an article was published about employee engagement. The basic premise is that if you work toward ?engaging?  employees by   welcoming them, letting them know they are valued, asking their opinions, and generally making them feel they are an integral part of the company, they will be happier and more productive which will affect the bottom-line.

This has proven to be the case as multitudes of companies are now utilizing on-boarding to promote employee engagement and reduce turnover.  However, when does this ?engagement? start? 

I believe it begins with the recruitment of ...

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The workforce of today is comprised of business people from multiple generations, various ethnic backgrounds, and different abilities. These individuals are all important to the bottom-line. The question arises: "What can a company do to proactively seek and retain diverse candidates?"

The answer lies in the organization taking steps to provide a diverse culture for their employees. Because you hire people from different age groups, different ethnicities, and different backgrounds does not mean you are embracing diversity.

A few suggestions:

o       Encourage  open communication

o       Examine growth opportunities for equality

o       Reduce bias in performance standards

o       Ensure upper management ...

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The one thing that is imperative is to be certain that your recruitment brand reflects your culture.  A recruitment brand succinctly identifies your employment value proposition; ?Who are you? What are your values? What ...

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Turnover continues to increase costs and reduce productivity.  One way to reduce costs associated with replacing employees is to hire the right employee the first time around. To make this happen you need to know what you want in an applicant before you start recruiting. Here is how to hire an MVP:

�      Research continues to identify the need for employers and employees to share common values.  If the employee cannot buy-in to an organization?s corporate culture the first red flag should be raised.

�      What a candidate is looking for in a job needs to match what is being offered ...

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