Candidates have been known to disappear even after they’ve accepted an offer and agreed to start on a specific date. In fact, a study by Indeed cites that in 2019 alone, 22% of new hires accepted a job offer but didn’t show up for their first day of work–oftentimes with little or no communication. So, how can businesses avoid getting

As important as it is for businesses to adapt to technological changes, it’s also important to grow your team with people who understand the landscape. Whether your team needs to be upskilled, restructured, or rebuilt, we’re sharing a few key roles to help drive successful digital workforce transformation outcomes.  Now more than ever, businesses are forced to adapt to the

Non-compete agreements are designed to help business owners prevent unfair competition between current and former employees for a certain period of time. According to The University of Chicago Press Journals, “approximately 18 percent of labor force participants are bound by noncompetes, with 38 percent having agreed to at least one in the past.” However, simply having a signed document in

Nearly 52% of new hires who have been at their job for three months or less are looking to leave. The figure jumps to nearly 60% for employees in the 3-6 month phase. These numbers underscore the importance of creating an employee-focused culture. Here are five ways to maximize employee engagement and reduce turnover! Tip #1 – Create Loyalty Incentives

You may be asking: What’s the difference between onboarding and orientation? While the terms “employee orientation” and “employee onboarding” are often used interchangeably, there are some important distinctions to be made between the two. In fact, both initiatives are critical in creating a positive candidate experience with a new hire. Here’s the difference between the two and why it’s important

Today’s labor pool is teeming with talent; however, the best candidates are often evaluating multiple job opportunities at the same time. The last thing you want is to lose a qualified candidate’s interest after all the time and effort you’ve invested into attracting and engaging them. To remain competitive, it’s critical to reduce candidate churn and quickly convert top talent

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

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