Though it may seem like an emerging trend, working from home isn’t a brand new idea. As early as the 1970s, remote work has been the promise of the future. With a Gallup poll finding that 43% of American workers did some or all of their work from home in 2016, it seems the future is now.
Everyone knows the cost of a bad hire can be high in terms of time spent hiring and training. But what about a toxic employee? These truly bad hires can have much wider effects on the company, beyond the immediate impact on your hiring process. Here are a few ways toxic hires can negatively impact your company.
Employers often see the ability to multitask as a necessary skill for a wide variety of jobs. It makes sense that in today’s fast-paced world, employers are interested in candidates that can successfully manage multiple responsibilities at the same time. However, specifically seeking out employees who can multitask, or focus their attention on more than one task at once, might not give you the results you’re looking for.
This week, California Governor Jerry Brown passed a statewide law colloquially named “Ban the Box,” which prohibits private employers in California from asking about or considering a job applicant’s conviction history before a conditional offer of employment. The law will take effect on January 1, 2018.
Employee turnover is one of the more difficult problems for an organization to overcome. It’s especially troubling when employees make the decision to leave a company, also known as voluntary turnover. There are a lot of factors that can affect the tenure of a hire. Since an employee’s reason for moving on isn’t always clear, it may seem like you couldn’t have done anything to prevent it. However, that may not be the case. In fact, 50% of employees who leave a job voluntarily cite issues with their direct supervisor as their reason for leaving. In other words, people often quit their bosses, not their jobs. That sounds somewhat dire, but there’s a silver lining to this grim statistic: it means employers have more control over voluntary turnover than they think.
Spatial reasoning is a branch of problem-solving ability that is often assessed through pre-employment tests. It is one of the most basic reasoning abilities and is highly correlated to general intelligence, or cognitive aptitude. Employers are often interested in evaluating cognitive aptitude in their job applicants since it’s one of the best ways to predict long-term job performance. However, it may not seem immediately obvious how spatial reasoning is relevant to a lot of jobs. Let’s start by looking at what spatial reasoning actually is.
Pre-employment testing is one of the best ways to predict future job performance. Testing offers valuable insight into your candidates’ cognitive aptitude, personality fit, acquired skills, and general job readiness. Its goal is to give you a clearer picture of each applicant to help you make more informed hiring decisions. Like any tool, though, it pays to know how to use it. Here are four tips on how to get the most out of pre-employment testing.
Millennials now make up the largest share of the United States’ labor force. They also experience the highest percentage of unemployment compared to other groups, about 11.5%. With so many articles written about how to attract and engage with millennial talent, it seems odd that the most over-analyzed generation (and their potential employers) can’t catch a break. But when it comes to hiring millennials, companies just have to know what to look for.
Identifying as an introvert or an extrovert is a brief way to express a lot about who you are. It’s often a central component of personality assessments, and people tend to wear their label proudly. And while many personality tests used for pre-employment screening measure a candidate’s level of extroversion or introversion, there are a lot of misconceptions about how these traits should be interpreted when making your hiring decisions. In order to get to the heart of how these descriptors relate to job fit, it’s helpful to first understand what they’re actually evaluating.
In today’s talent driven job-market, companies aren’t just selling goods and services, they’re selling their brand to potential job candidates. In order to attract the best and brightest, you have to stand out. We’re sharing four tips on how to up your company’s applicant appeal and enhance your employer brand: