According to the 2017 Talent Acquisition Benchmarking Report published by SHRM, the average time to hire in 2016 was 36 days. With the job market exceeding the talent pool right now, candidates are harder to find, and when companies do find them, they have to move fast or risk losing them to the competition. How can organizations streamline their hiring process while still ensuring that they are recruiting top talent? Assess your current process. A great way to do this is through a SWOT analysis. What is your organization doing well and what are you struggling with? What opportunities are
TriNet, a California based HR Services provider, conducted a survey of small businesses in 2014. They found that: 81% of small business owners manage the HR function themselves 30% admitted that they were nervous about managing HR for their organization 30% reported that they improperly paid employees 23% acknowledged that they lost employees to their competitors due to benefits According to the U.S. Census Bureau, there are over 137,000 new employer companies starting up each month. As those companies grow, their burdens as an employer increase. Many of the managers who responded to the TriNet survey stated that they spent
Recruiters everywhere are struggling to fill open positions these days. According to an August 2018 report from the Bureau of Labor Statistics, the rate of job openings is 4.6%, while the rate of unemployment is 3.6%. Basically, there are more open jobs right now than there are people to fill them. Organizations are having to rethink their recruiting strategies in order to attract qualified candidates. Part of this revised strategy includes targeting passive candidates, or people who aren’t actively looking for a new job. So how do you attract candidates when they aren’t even job hunting? Offer employee referral bonuses.
How often as leaders do you wish you could convince an employee to stay after they’ve turned in their resignation? What if you could change their mind before they reached the point of no return? Organizations often sit down with employees after they’ve tendered their resignation to find out why they decided to leave. But how often do leaders sit down with employees to find out what can be done to ensure that they stay with the organization? Exit interviews usually consist of questions surrounding the reason for leaving including dissatisfaction with leadership, the organization, and benefits offered. But by
Even with today’s technology, many people have a hard time wrapping their minds around the concept of a virtual company. When someone asks me where Horizon Point’s office is located and I respond that we are a virtual organization, I often get some puzzled looks. Their first question is usually “If you don’t have an office, where do you work?” And that’s often followed up with something along the lines of “Don’t you miss interacting with other people?” Truthfully, I’m always interacting with people, including co-workers, clients, fellow HR professionals, and other members of the community. I just don’t do