For some employees, the exit interview is the dreaded last step before they can walk away from a job. For some employers, the exit interview is often a perfunctory exercise that yields few actual productive results. Human Resources expert Sharlyn Lauby at hrbartender.com says the ill fate of the exit interview is due to a problem in planning in mindset which can easily be turned right and be used productively. Like this article? Subscribe to our HR digest to receive a weekly email with fresh and informative content.
Sometimes you have an employee that is just not showing as much promise as they did during their interview and you have to let them go. While unpleasant, this is a necessary part of the job to keep the company streamlined. On the other hand, you don’t want the people who are exceeding expectations to leave because they’re unhappy, which would be the opposite of streamlining. So what do you do to keep them happy? Like this article? Subscribe to our HR digest to receive a weekly email with fresh and informative content.
Here at Spark Hire, we want to help companies utilize the power of online video to find the best candidates. We get a lot of questions from readers about best practices for using online video in the hiring process. These posts will address those questions about how to find your next superstar employee. Question: How can I use the video interview to improve employee retention? – Gerard from Chesapeake Like this article? Subscribe to our HR digest to receive a weekly email with fresh and informative content.
For quite some time now, Spark Hire has been talking about employee engagement to HR professionals all over. How can you improve your employee engagement? What are some things you can do to get your employees more engaged over the holidays? There are many more articles on the subject, but do we all truly know what employee engagement even is? It’s not simply the happiness of your employees, if that is what you thought. You can have plenty of employees that are perfectly happy with their work but are not necessarily engaged with it. Wouldn’t you agree that before you Continue reading
We have been mentioning it a good deal recently here on Spark Hire, but we’re not the only ones that have been noticing it! The war for talent is back on, and companies need to focus on retaining their current employee base before they think about hiring more. As of November 2012, the unemployment rate is at 8.6 percent. It’s still not the best, but it’s a slight improvement. In fact, according to this infographic below from Visual.ly, 31 percent of executive employees are thinking of leaving their organization in 2012. That’s pretty close to half and should signal an Continue reading
You may have no idea who Zach Nelson is, and perhaps you’ve never heard of NetSuite either. However, there is much hiring managers can learn from the way he is dealing with his company’s expansion. Since his company went public in 2007, it has nearly doubled in size. That seems like a dream to most business leaders, but it wasn’t experienced without any difficulty. As NetSuite- a company that specializes in customer-management and logistics software- started to grow, Nelson and his chief people officer Marty Réaume realized they were having an issue with retaining employees. It’s an issue many companies Continue reading
Can you confidently say that you have a happy, satisfied workforce? You may be hiring for open or new positions and want to show top candidates that your company is a great one to work for. Are your current employees happy though? Can you sell a great company culture to new employees if your current workforce is unhappy? The answer to that is a big “no.” In order to attract top candidates to your company you need to first be sure you are taking care of your current employees as best you can. That means focusing on employee retention. Before Continue reading
When you are hiring for any position, you want to be sure you are hiring long-term employees. You don’t want to have to fall back into the hiring process all over again. Especially since, on average, it takes about 65 days for a hiring manager to fill an open position. With those 65 days comes a loss of productivity, a loss of revenue and the potential for a lot of stress. Needless to say, when you hire once you want to be sure you won’t have to do it again for quite some time. So what can you do to Continue reading
It’s blatantly clear that the job market of today is very different than the job market of years past. In the past, it was normal for an employee to stay with the same company their entire career. They would start from the bottom and over the years gradually work their way up the ladder. It wasn’t uncommon to hear that there were employees that had been with a company for 20 years or more. Today, it’s much more common to see job hoppers running around the market and within their industry searching for the company that fits them best. The Continue reading