Employees are overwhelmed. Managers are overwhelmed. And, businesses are being pushed to the brink. Stress, fatigue, and employee burnout have become common in the workplace. In fact, the American Psychological Association (APA) revealed in early 2022 that “nearly 3 in 5 employees reported negative impacts of work-related stress, including lack of interest, motivation, or energy (26%) and lack of effort
Technology has made our workforce more productive in many ways. However, there’s still no substitute for good old-fashioned human connection, especially in the remote workplace. Making a conscious effort to promote human interaction among employees leads to increased concentration and collaboration, oftentimes resulting in increased performance. In fact, chief product officer and sociologist, Maximo Castagno said “Technology that connects employees
True or False: The more interviews conducted with candidates, the better. False! It’s true that having a healthy pool of job applicants can help you identify the strongest candidates. And, it’s equally true that the number of interviews you conduct has the potential to make or break your chances of securing top talent. However, adding too many interviews to a hiring
There’s no one-size-fits-all formula to hiring top talent, but there is one key component that could change your interview process: Looking beyond hard skills. When hiring managers focus solely on hard skills, there’s always a chance that the most experienced candidate lacks the ability to adapt or the willingness to work alongside a new team. Especially with regard to senior or
“Lights, camera, action” seems to be the new norm. Remote and hybrid interviews are expected to continue as hiring accelerates. As an employer, this means the remote interview is oftentimes the candidate’s first glimpse into your company. We’re sharing these five tips to help make sure your process is refined, consistent, and reliable. Tip #1: Select your best team representatives
Nailing those first few weeks with a new hire could ultimately set the tone for long-term employee performance. And nowadays, it all starts with the remote onboarding process. Here are four of the best ways to make sure your new hires have a positive onboarding experience! 1. Appoint a coworker who can act as a mentor to new employees The
Gone are the days of assuming your company can’t operate in a remote capacity. Due to an ongoing pandemic, the workforce has been given a taste of what it’s like to work remotely. And, not everyone is leaping at the chance to work in an office full-time. The solution? Adapt to a hybrid work model that will serve your business
Your staff is the backbone of your organization, which is why the recruiting, hiring, and onboarding process is critical to the ongoing success of your company. However, hiring the wrong person for your company can leave your entire staff feeling deflated and has the potential to be extremely expensive. Estimating the costs of a mis-hire The U.S. Department of Labor
It’s easy to become focused on the direct savings associated with a job vacancy. However, hiring managers need to consider the indirect costs associated with having an empty seat. Taking too long to hire can negatively impact your business’s top and bottom lines as these hidden costs will compound over time, eventually offsetting any direct savings. First, Calculate Direct Savings
There is so much more to onboarding than just training a new hire; after all, it is described as a process. Read on to learn why the first 90 days, known as the ‘Probationary Period,’ are crucial to new employee onboarding. So, why should a hiring manager partake in onboarding rather than training sessions? For starters, an engaging onboarding process
