When thinking about diversity and inclusion, many believe these two terms fall underneath the same umbrella. However, because they’re different, hiring managers must uniquely approach them when recruiting, hiring, and onboarding new talent.
One of the essential components to a successful business operation is a fully functioning team of employees. High turnover or too many open positions can impact customer service, whether work is performed properly and even if you can move forward with growth plans.
Recent studies show that nearly 42 percent of employeesbetween the ages of 18 to 34 are actively looking for a new job. Losing vital employees can be a big blow to team morale and can also affect your bottom line.
Getting the right team in place is an essential part of any successful business, but if you are a company or industry that relies heavily on hiring skilled trade workers, you may notice that it’s harder to find them.
Recruiting a new employeeinvolves a degree of risk, and there's nothing you can do to change that. After all, you're bringing a new person into your organization; someone who isn't familiar with their colleagues, your specific operation or the core values of your business.
A study called Keeping an Eye on Recruiter Behavior1 discusses a number of things about how employment recruiters work. One eye-opening finding is that recruiters only spend six seconds evaluating a resume.
The purpose of a job interview is for the employer to determine if a candidate would be a good fit for the company. It also allows you, the candidate, to identify whether the company is a good match for you, too.