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.
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.
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.
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.
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.
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.