The last thing any employer wants to deal with is an employee who routinely fails to follow rules. Disciplinary problems in the workplace can take a number of forms, from absenteeism and tardiness to theft and fraud. These fall under the umbrella of what are called Counterproductive Work Behaviors (CWBs). Anyone who has ever made a bad hire knows the high cost of those hiring mistakes, not just in terms of money but also productivity, morale, and sometimes even your company’s reputation.
Unconscious bias is an unavoidable part of any hiring process, but that doesn’t mean there aren’t ways to reduce its impact on your final hiring decision. Unconscious bias refers to those subconscious attitudes that all people have towards other peopled based on anything from race and gender to wealth and age. It’s important to remember that unconscious bias isn’t necessarily intentional or malicious, but that it can lead to negative hiring outcomes for certain groups, most frequently minorities and women. And there’s a ton of data out there showing how the sum of these biases lead to negative outcomes in the hiring space.
A company’s offer acceptance rate is a fairly simple metric – it essentially provides an indication of how likely a candidate is to accept an employment offer. In a sense, it can be a proxy for the success of your recruitment process. Many companies don’t necessarily track this metric rigorously, mostly because you can often get an intuitive sense of whether or not your organization’s offer acceptance ratio is good or bad. However, if you start to feel that the offer acceptance rate is on the low side, that is the perfect time to start tracking it so that when you do make positive changes to your hiring process, you can quantitatively measure how the offer acceptance rate improves over time.
Paid parental leave is a major perk that a company can offer to attract talented job candidates. The United States is still one of the few countries that has no national mandate for paid parental leave, which puts the responsibility on companies to offer it as a “benefit.”
Hiring is expensive, but just how expensive is it? Knowing exactly how much your hiring efforts cost isn’t just important for budgeting purposes – it also provides a benchmark you can use to work towards lowering your overall costs. One way to evaluate hiring expenses in a more digestible way is by breaking it out into the cost per hire – the average amount of money spent to make a single hire.
Every year, a new pool of potential stand-out employees graduates from colleges across the country, and like many other businesses, your company is probably looking to hire a few of them.
All companies, regardless of size, want to recruit top-notch candidates for their open positions. But it can be tough to contend with larger companies who enjoy a sizable hiring advantage over small businesses and startups. After all, bigger businesses have the resources to easily offer hefty salaries, career advancement opportunities, enticing benefits and perks, and beautiful, centrally-located offices.
There are a ton of different metrics you can use to track hiring success. We’ve written about a number of them in the past, and many of them are very clearly tied to hiring, such as time to hire and employee turnover. But hiring decisions have far reaching effects into just about every facet of an organization because they directly impact how well your employees ultimately perform. As a result, when evaluating the success of the hiring process, it’s important to take into account some metrics that aren’t typically thought of as traditional “hiring metrics.” And when it comes to evaluating how successful your company is at hiring salespeople in particular, sales revenue is an incredibly powerful metric to use as a proxy for hiring success.
Culture fit is one of those terms that gets tossed around a lot as a key factor to consider when hiring the best employees for your team. The problem with “culture fit,” however, is that it’s not entirely clear what the term means. Work cultures are incredibly complex – there’s no easy way to measure what type of work culture your company has, just as there’s no easy way to measure how a particular person might fit into that culture based on their personality.
Graduation season is upon us, welcoming the latest batch of college graduates to the workforce. The job search process is notoriously difficult for recent grads because they’re often competing against more seasoned and experienced applicants. Similarly, the hiring process can be a challenge for employers who are interested in hiring for entry level roles because it can be hard to identify which applicants have the most potential, especially when these applicants don’t have much experience on their resumes.