The Value of Hiring Candidates That Have Been Laid Off

In the process of scrutinizing resumes, an often overlooked yet key group of individuals is employees that have been laid off. Whether it’s due to downsizing or company reorganizations due to mergers or acquisitions, these are vital candidates. These applicants are more than capable and should be considered alongside the mythical “purple squirrel candidate.” It’s time to break the stigma around these job candidates!

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Internal Transfers: What to Consider

When an employee comes to you and asks to move to another team or transfer out of your department entirely, what do you do?

As their manager, you’ve got some work to do before you give this employee an answer. First, decide if you can afford to let the employee move off of your team and if you can replace them. Then, to see if a transfer is the right decision for the employee and your company, there are a few things you need to consider. Find out why they want to move and how their performance reviews stack up before you reach out to HR and other teams or departments for openings.

You’ll want to hold on to valuable and hardworking employees, so it’s important to consider all factors and how a transfer can benefit the employee as well as your company.

 

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Tips for Retaining New Employees

Hiring a new employee is a delicate process which takes time, money, and effort! Society for Human Resource Management (SHRM) has found that hiring a new employee can cost an average of $4,129, or up to 20% of their annualized salary. SHRM also found the hiring process typically takes 42 days. Finding that perfect placement is crucial, however, once you have found them the work is far from over. According to Tinypulse’s research, 22% of employees leave within the first 45 days of starting a new job. Your company needs a strong and effective onboarding process that goes beyond the new-hire paperwork, otherwise you’re setting up your organization and your new employee for failure. How can you effectively retain your newest talent?

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Managing Teen Workers

With summer just around the corner, students are preparing for seasonal job opportunities.  Some employers may shy away from hiring inexperienced teen workers. They tend to have limited schedules and are subject to stricter federal and state employment laws. However, these enthusiastic and energetic workers can become valuable assets to your company. You’ll need to employ a special set of interviewing and training techniques when on-boarding these green workers to your team. How can you recruit and manage the teen workforce for a successful summer season? 

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Recruiting the Class of 2018

The graduating class of 2018, where millennials meet generation X, may have a different mindset on career hunting than previous generations. They state are they are most concerned about the type of work they will be doing and whether or not they will have the opportunity to advance in their roles. Those entering the workforce this year expect higher salaries for entry-level positions. According to talent acquisition software company iCIMS, 80% of today’s recruiters report having a harder time filling entry-level positions compared to three years ago. What approach can recruiters and hiring managers take to appeal to this year’s pool of fresh talent?

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Retain Top Talent; Keep Your Employees Engaged!

The key to sustaining your company’s growth heavily relies on the engagement of your employees. In Gallup’s latest State of the American Workplace Report, only 33% of employees are engaged at work. Your company has successfully hired top talent candidates and in order to retain them you should aid in helping them feel appreciated, respected and worthwhile. What steps can you take to put an action plan into place to keep employees engaged and retain your top talent?

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