We’ve all heard the phrase, “people don’t leave jobs, they leave managers.” For many years, people have assumed that bad management was the biggest reason that people quit their jobs, but recent evidence from the Harvard Business Review suggests that people really do quit their jobs primarily because of the job itself – either because they no longer enjoyed the work or didn’t feel like they were gaining new skills.
(This article originally appeared on The Undercover Recruiter.)
For years, the traditional hiring process has relied on the same basic model: collect resumes, request interviews, administer assessments, request work samples, check references. Out of all these staples of the hiring process, research continuously reaffirms that pre-employment assessments, and particularly cognitive aptitude tests, are the most predictive of job success.
The gender gap is an issue on everyone’s minds, even more so for certain industries where women are particularly underrepresented, like technology or sales. There are many theories floating around that attempt to explain why the gender gap persists, some with more merit than others. The result is that it can feel incredibly daunting to actually come with up with an action plan for reducing the gender gap within your organization. What actionable steps are worth taking?
If you’re new to pre-employment testing, it can be a little daunting to get started. At the most basic level, pre-employment tests are assessments you give to applicants during the hiring process. There are dozens of reasons why you might be interested in using assessments in the hiring process. Say you’ve noticed that your new employees aren’t passing through training at a high enough rate. Or you notice that your employee turnover is on the rise. Or you want a way to raise your general quality of hire. The list goes on.
Candidate experience is an increasing focus for a lot of hiring managers, and part of fostering a positive candidate experience involves communicating with job candidates about what they can expect out of the hiring process. When it comes to pre-employment testing, some applicants may be new to job assessments and may have some questions. Here are some tips for how companies can communicate with their candidates about the testing process.
For years, employers have struggled to find employees with the right skills, a problem aptly named the “skills gap.” There are many theories floating around to explain what has caused this perceived gap between the skills employers are hiring for and the skills that current job seekers have to offer. While this gap isn’t going away any time soon, companies can still take steps to reduce the impact of the skills gap within their own organization.
There are many ways to evaluate candidates during the hiring process. And while traditional hiring tactics such as interviews and resumes serve a valuable purpose in the hiring process and aren’t going away any time soon, they are notoriously unreliable. To get more reliable information on candidates, more and more companies are beginning to use data-driven hiring factors such as pre-employment tests.
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.)