Recruiting & Hiring Blog for HR Professionals

As Jeff Boss explains, there are 5 Signs Your Employee is in Dire Need of a Promotion:

1. They only complain 'up.'
2. They find solutions.
3. They hold their peers accountable.
4. They shift their thinking from 'me' to 'we.'
5. They outperform their peers.

But what happens if you don’t give him or her the promotion needed? The obvious path is the employee will leave the organization and take his or her talents somewhere else. 

Cheesy coaching and athletic stories tell us to "envision our end result." Then we will know how to get from Point A to Point B. Although we all scoff at motivational speakers for saying these things, maybe they are onto something. While you are not training for a marathon as you are sifting through resumes (or maybe you are), you can still employ the “picture yourself crossing the finish line” philosophy.

If you have not implemented HR technology with a company before, it can be a challenging and trying experience. It is not the same as training your employees on sexual harassment or OSHA rules. If you are implementing a new software to your employees, it is just that -- new. You might not even be familiar with the product, but you are trying to teach others.

We would all like to think that our employees know the difference between right and wrong in the workplace. But do your employees know where to turn in a crisis? 

HR thought leaders frequently mention best practices that large companies utilize (think Google and Boeing). Every company has unique hiring practices, but companies like Zappos and Starbucks take recruiting and retention to advanced levels. They have found unique ways to attract and retain the ideal people for their teams.

Small businesses might not have the time to “reinvent wheel” when it comes to HR. Instead, take few tricks from the industry top dogs, and incorporate their HR processes into yours!

When you reflect on the hiring process, (i.e. creating a job description, reviewing applicants, calling references, interviewing top candidates and finally making a decision), the part that probably sticks out as the most important is interviewing.

Recruiting is a company’s “circle of life,” when someone leaves, someone new is hired.

While it is typically HR’s duty to fill out the paperwork associated with this process, at times, HR itself is the victim of turnover. If you are the new recruiter, HR generalist, etc., you are going to have to familiarize yourself with the existing processes, procedures, and programs needed to perform the job effectively. 

Recruiting is one of the most important responsibilities that Human Resource professionals are tasked with. Since recruiting is such a top priority, it is important to have a tool you can rely on. As you start writing your job description, keep in mind, you are about to lay the foundation for your entire hiring process. If the foundation of your hiring process is cracked, you will be facing future trouble. An Applicant Tracking System (ATS) can be the tool you are looking for to lay a solid foundation for your organization.

We all know the importance of writing a job description properly. If you fail to have a top notch job description, you can attract the wrong candidates to your position, which does not benefit your company.

Let’s face it, recruiting is a race. You have to pace yourself so that you don’t fall behind at the beginning and don’t lose your steam at the end.