Hiring can be risky business, and employers are always trying to improve their odds of finding the right person for the job. Where you find your candidates is an important factor in identifying the best people for role. And while job boards and networking sites make it easier than ever to reach a wider audience, they aren’t necessarily the best place to find top candidates. In fact, to find a more reliable source of potential employees, companies don’t need to look very far.
Companies looking to reduce turnover, boost morale, and improve productivity are integrating health and wellness concepts into the workplace. While not every company has the resources to splurge on some of the lavish benefits that bigger companies can pull off, integrating a few health and wellness programs can go a long way to showing your employees that you care. Here are four creative ideas designed to make employees happier, healthier, and harder-working.
(This article originally appeared on Fast Company.)
The quality of your job description has a direct impact on the quality of applicants that come through the door. Not only will the description influence the number of people that apply, but it can also be used to filter for the right kind of applicants with the right skills you need.
Hiring is a fundamentally risky endeavor. With every new person you hire, you’re taking a gamble on how well that person will perform within your organization. Traditional hiring metrics like interviews and resumes often do little to minimize the unknowable risks associated with each hire because the information they impart is often unreliable. For example, one study found that 57% of hiring managers had found lies or embellishments on a resume, and interviews are equally poor at predicting actual on-the-job performance.
Hiring mistakes can be extremely costly for your business. And though employers invest a lot of time and resources into finding the right person for a job, they can sometimes unknowingly set themselves up to fail before they even start. Here are some of the biggest mistakes you can make when hiring:
Today we’re excited to announce that HireSelect now integrates with Breezy HR’s all-in-one recruiting platform. The partnership enables you to seamlessly administer Criteria’s tests and view results all within Breezy’s platform.
Every job seeker’s circumstances are different. And when hiring, it’s important for employers to remember that while many applicants might be currently out of work, many others are employed. You never know who your next star employee will be, which is why it pays to adjust your hiring process to accommodate all types of applicants. And because job seekers who are already employed have unique constraints, flexibility is key to accommodating them.
Typically, performance reviews are thought of as once-a-year meetings to discuss an employee’s performance, objectives, and career plan over the last year. However, a new trend in employee review techniques is starting to gain traction in the form of continuous performance check ins. Continuous performance check ins are regularly scheduled meetings, often weekly or monthly, that provide a time for managers and their employees to discuss any questions, concerns, or ideas they have. These meetings are designed to keep managers and workers engaged and on the same page. Often, more meetings can just feel like more interruptions to your busy workweek. However, there are a lot of benefits to these regular “one-on-one’s” that can improve both you and your employees’ overall performance.