Leveraging Employee Engagement to Attract and Retain Top Talent

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Leveraging Employee Engagement to Attract and Retain Top Talent

Pay and work conditions have always been important factors when it comes to obtaining top talent in the workplace. However, employee engagement has been shown to be one of the key factors when it comes to retaining that top talent.

Employee engagement is all about how you feel, how you are respected, how you are listened to, and how you are an integral part of the day to day operation. We talked with ERC's consulting department about employee engagement and how companies can be sure to retain top talent.
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The Top 5 Reasons Employers Hire Interns

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With summer just around the corner, many employers are going through the process of hiring one or more summer interns into their organization right now. But why go through all the effort of hiring, training and supervising a short term, inexperienced employee who will probably have to leave your organization to go back to school come fall?

As it turns out there are plenty of reasons why. Here are the top five reasons cited by employers: 
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Keeping Background Checks Legal Under EEOC Guidance

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eeoc background checks Keeping Background Checks Legal Under EEOC Guidance

The EEOC (Equal Employment Opportunity Commission) and the FTC (Federal Trade Commission) published a joint publication on employment background checks in 2014. The guide explains the rights and responsibilities of employers in addition to those of applicants.

The publication addresses three different phases of background checks—before getting the background information, using background information, and disposing of background information.
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4 Steps in the Recruiting and Hiring Process

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human resource hiring proces human resource hiring process 4 Steps in the Recruiting and Hiring Process

Whether handled by supervisors and managers or assigned to a centralized human resources (HR) department, hiring decisions are among the most important decisions made in any organization.

Good hiring practices can eliminate or reduce many legal risks, reduce costs, increase productivity, and improve morale. Ill-advised hiring decisions, on the other hand, can result in turnover, duplicative training, missed opportunities, and lost customers.

In addition, an ill-advised hire may lead to employment termination; and every termination (no matter how justifiable and well documented) exposes the company to the risk of a wrongful termination lawsuit or discrimination claim from the disgruntled former employee. For all these reasons, it pays to take the time to find the right person for the job the first time around.
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6 Interviewing Tips for your Next Hire

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6 Interviewing Tips for your Next Hire

Finding the ideal candidate the first time around saves both time and money for you and your job applicant, but finding this perfect addition to your team is more easily said than done.

Still, there are a few ways to ensure that the person sitting in the interview seat is the exact candidate for the job, and that you won't be left wishing you'd made a different decision.

1. Understanding the job and essential requirements 

Prior to a position being advertised, the company needs to take a hard look at the opening and determine if this should be a replacement position, or if there is an opportunity for internal movement, absorption, additional essential functions or requirements. Be clear about what is required to perform the job.
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An Introduction to Behavior Based Interviewing

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Companies today are looking for a candidate who not only fits the description of a position based on their experience but will also make an impact with their personality and responsive skills.

Behavioral interviews use questions based on discovering how the interviewee acted in specific employment-related situations. This gives the employer a better look into how the interviewee has behaved in the past so they can better predict how they would behave in the future.
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Recruiting & Hiring Trends for 2013-2014

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Tara Haskett, discusses current and future HR trends when it comes to recruiting and hiring employees.

In what areas are employers experiencing talent shortages?

Employers today are experiencing a talent shortage in trade areas such as I.T., engineering, sales, accounting, finance, and technical positions.   “Employers are reporting that they are not able to find candidates that have the exact qualifications or technical skills that companies are looking for. Employers are also finding that their allotted salary and a candidate’s salary expectation do not match up,” says Haskett.
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Hiring in 2014: 3 Online Trends to Watch

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Hiring in 2014: 3 Online Trends to Watch

Is your organization looking to hire new employees in 2014? If so, here is a quick look at some of the online trends in recruiting that were seen in 2013 and are likely to stick around through 2014 and beyond.

1: Online Career Centers

Perhaps the most well established recruiting option on this list, nearly 50% of all organizations have some type of online career center on their website. More non-manufacturing organizations’ websites have an online career center (53%) compared to manufacturing organizations (40%).

Although online career centers have been around longer than other avenues such as social media or mobile recruiting platforms, their popularity seems to have leveled off right around the 50% mark over the past few years.

With more online options cropping up, organizations no longer need to rely solely on their own traditional online internal career boards for recruitment.
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How Are Companies Recruiting Today and in the Future?

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How Are Companies Recruiting Today and in the Future?

In 2013, companies had gradually been using social media, especially LinkedIn, for recruiting new talent.

Its uses include:

  • Recruiting passive candidates
  • Searching for candidates
  • Posting job opportunities
  • Creating interest in jobs
  • Screening job candidates

In a 2013 survey conducted by the Society for Human Resource Management (SHRM), there has been a 20% increase in companies using social media websites to recruit since 2011. Also, the most common social media networks used by employers for recruiting were LinkedIn at 94%, Facebook at 54% and Twitter at 39%. Additionally, a LinkedIn survey concluded that social professional networks are among the most important recruiting sources, second to employee referrals.
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In 2013, Skilled Talent Shortage and Poor Candidate Experiences

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In 2013, Skilled Talent Shortage and Poor Candidate Experiences

Skilled Talent Shortage

In 2013, there was a prevalent skilled talent shortage, and it’s expected to continue into 2014.

ManpowerGroup found that employers are continuing to struggle to find skilled talent, specifically in:

  • Skilled trades
  • IT
  • Engineering
  • Technicians
  • Mechanics
  • Finance and accounting
  • Sales

The primary reason companies are having trouble finding skilled talent is due to the lack of technical and soft competencies, available applicants, and experience.  Applicants were also looking for more pay than offered.
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