For the past several years there has been so much discussion around employee engagement that you may be growing tired of the term. Yet, the facts are hard to ignore. Companies with highly engaged employees consistently outperform those without. Much less clear, however, is what HR departments can do to influence engagement in a strategic manner.Read More
Your inbox is probably filled to the brim with advice on onboarding. There are two reasons why this topic is hot right now: record employment levels and some pretty alarming facts about first-year voluntary turnover rates—particularly among millennials.
While there’s plenty of research on turnover rates, which can run as high as 50 percent in the first year, you’ll find a surprising lack of research to support specific onboarding program ideas. To do a better job of retaining new employees, we need to develop a better understanding of what they really want from employers.
Your company’s ability to engage job seekers in the recruitment process will significantly influence its success in the war for talent. Failure to understand and address differences in perceptions and preferences among today’s job seekers will results in fewer qualified candidates in your pipeline, lower offer-to-acceptance rates and higher voluntary turnover within the first year of employment.Read More
With the employment market continuing to tighten, many companies are re-examining the differences between active and passive job seekers.
An active job seeker is motivated to find a new job and actively searches for job opportunities. Passive job seekers are individuals who are currently employed and willing to learn about new career opportunities.
Our December 2016 survey of 940 active and 507 passive job seekers revealed some key differences in the perceptions, preferences and behaviors of active versus passive job seekers. These findings are revealed in our most recent infographic, The Key Differences Between Active and Passive Job Seekers.