Every company wants to be the best. In most cases, this is a matter of survival, because when you are not best, you are easily pushed out of the market and left to die. To be the best you need to increase the quality and quantity of productivity among your employees.
What makes some companies so popular with their employees that they will give 100% to their job and never think of leaving? There are a few things that score very high with employees and keep them motivated and loyal for life. Here are a few perks that help keep employees motivated and loyal:
Companies spend thousands of dollars in training their employees and providing them with the experience required to become valuable employees – and when it comes time to reap the benefits, the best talent quits, leaving you in the lurch. Now, you have to start from ground zero again – search for the person, train and orient him on the job and so on. This takes time, money and effort. How do you prevent such disasters?
Women lead a tough life because they generally feel as responsible for maintaining and caring for their families as they do for their jobs and careers. That puts the women into the seat of working two jobs for life – one of which has no holidays or leave. As an employer of the 21st century you should strive to help women to give 100% to their jobs without sacrificing the quality time they spend with their family.
Finding new employees for your company isn’t always easy, especially when you’re getting hundreds or even thousands of applications. Asking the right questions will help you find the best candidates for whatever positions you are trying to fill. The latest trend is asking interviewees brain teaser questions that had nothing to do with the role they’re applying for. This is a waste of time and should be avoided altogether. Instead, you should focus on picking the applicant’s brain. According to an audit done by Google, there is no correlation between candidates answering brainteasers and how well they can perform a job. So it’s a horrible way to try and predict the candidate’s attributes. Instead, you should focus on behavioral questions and then evaluating the answers that you receive.
When it comes to growing your business successfully, it's all about who you hire and who you keep on board. There are multiple reasons why it's a good idea to retain your employees, rather than hiring new candidates. Back in 2013, more employers were taking the initiative to raise compensation for current employees (72% of employers) and new hires (47% of employers). Out of that number 70% of employers reported that increasing salaries was a good way to retain talented employees. Fifty-eight percent of employers said that increasing compensation lead to better benefits. Let's take a look at some of the other reasons why retaining your employees is a good idea and how you can retain them.
Making your company more appealing to prospects is important to gaining new recruits. Unfortunately, for some companies, this is more difficult because they may have a plain Jane atmosphere. Imagine how easy it is for entities like Google and Facebook to get new employees. If you don’t have a company culture that is exciting and fun, or at least somewhat appealing, then no one is going to want to apply to work for you. As a recruiter or hiring manager, it is up to you to sell the company so that recruiting is easier. In this sense, you will have to think a lot like a marketer.
The objective of job postings is to attract the attention of job seekers. Like advertisements, they are meant to generate a response from target candidates. Job postings play a vital role in the recruitment process. It is not enough for a posting to address just the job description.
Today's market dynamics make it imperative for employers to grab the attention of jobseekers so that they are able to recruit the right talent for their organizations.
Job boards are here to stay. Despite all the hype created by social media, job boards remain the most popular and sought after tool for hiring managers. Almost anyone in job search mode is most likely to use a job site first when looking for a job. However, that definitely does not mean that your jobs will always be noticed by everyone looking for jobs. You need to make an effort to ensure that your job postings are written in a manner that will ensure they stand out in a crowd. Here are five things you must have in every job posting if you want it to stand out to the right job seekers.
It is very important to evaluate the returns you are getting from your job postings. If you are not satisfied, you need to change your strategy. Keep the following points in mind when you are evaluating your job postings.
Experts affirm that job titles considerably affect career development choices. HR managers and recruiters are influenced by this notion and propose job titles or higher pay. Employers should pay attention to the following points when coming up with job titles.
If you want your job listings to get you good returns on your investment, think like a job seeker. As an applicant, what would you want to see in a job listing? Reacting correctly to this question will help you get good results.
It all starts with a great idea, an idea that has probably been in your mind for a long time. You have the product sorted out, how you are going to deliver your service, where you are going to set up your office and how you are going to market your new business. But the stumbling block always seems to be the finance to get you going.
Having a superb product, soaring sales and stupendous customer service are undoubtedly some of the things which go into making a successful business. But all of this is irrelevant if you suffer a financial crisis. Without a sound and stable financial position the slightest shock can be enough to send your business crashing to the ground.
Preparing employee reviews is an art and provides an insight into the employer's level of skill in workforce management.
Team building exercises are poised to be productive activities that can generate a sense of empathy and positivity inside the team. They are supposed to break the barrier amid the employees and facilitate them to be familiar with each other for better solidarity in the office. Still, these activities may end up not helping the company in the long run unless they are done right.
In my survey conducted few weeks back I realized a very crucial fact pertaining to professional career. A common question ''Is your job really stressful?'' was the theme of the survey.
Balance. It's a nice word but the reality is hard to pin down. It may not even put us on the right track in our 21st century quest for fulfillment and happiness. In this article we will talk about the integration of work and family life, beginning not with the workplace and the employer's role in sorting things out, but with the person and her priorities.
The job market gets highly influenced by new trends and scenarios – e.g. political, social, economical, technological etc. It is therefore required that employers and recruiters weave strategies to negate the effects of negative trends and turn them in favor of the business course.
