Workforce Development

According to Adecco Staffing’s second annual Way to Work Generational Survey, a worrying 74 percent of millennial and Gen Z respondents claimed that they felt as though their colleges and universities did not fully prepare them for their post-grad careers. With the new workforce showing up underprepared, it’s time to practice workforce optimization from within your organization.

Experience, skills, and education are all important considerations for new hires. But there’s another factor that is just as important but is sometimes overlooked—culture fit. Culture fit is more than just whether or not a candidate will get along with the current team members; it also entails a candidate’s likelihood to thrive in your work environment and embody your organization’s values and vision. Only then can you be sure a candidate is truly right for the job. Here are some ways to ensure cultural fit during your next interview.

The dialog between interviewer and interviewee during a modern-day job interview is more in depth than a simple “tell me about yourself.” It is necessary to plan out the right questions to ask so that you can get accurate insight into candidates in order to hire someone with acceptable job fit. There are 3 types of questions we are going to cover—the must-asks, the unusual-but-importants, and the questions candidates want you to ask.

BusinessDictionary.com defines succession planning as the “identification and development of potential successors for key positions in an organization, through a systematic evaluation process and training. Succession planning is largely predictive in judging an individual for a position he or she might never have been in.” Seems straightforward enough, right? Although it may seem simple, organizations often have trouble executing the succession planning process effectively.

It’s no secret that entry-level candidates are avidly searching for jobs. So why is your organization having such a hard time finding them? As it turns out, a lot of it has to do with your organization’s recruitment process. There are 4 major aspects to consider in your recruiting process: quality of job posting, the application process itself, quality of the employer brand, and candidate experience. Let’s take a look at each of these to ease the struggle of hiring entry-level employees.

What would you do if you saw someone stealing office supplies or wasting company time on personal things? Would you keep it to yourself, tell a coworker, or tell a supervisor? Unfortunately, employees encounter these ethical dilemmas in the workplace far too often. The issue is not whether or not the act is wrong—almost everyone can determine what exactly is ethical or not—but rather, how to handle the dilemma. Dealing with workplace ethics dilemmas improperly can lead to a strained work environment.

In a recent survey, 83 percent of candidates said a bad interview experience could change their opinion of a role. Meanwhile, 87 percent said that a good interview experience could change their mind and make them more likely to accept the job. So how do you ensure a pleasant interview experience while finding the right fit for your organization? The key is preparation. Look at these 6 interview preparation tactics to accomplish a successful interview.

Executive coaching can meet a variety of needs in the workplace. Some executive coaches are meant to push you to find your own way, while others focus more on constructive feedback and offering ideas for solving issues. Ideally, you would want someone that is good at both. To find someone who can do both for your organization, use these questions to help you, courtesy of Entrepreneur.com.

Today’s strong focus on talent has made the workforce arguably the most important asset of most organizations. If you haven’t already, it’s time to leverage that asset by implementing a workforce planning strategy. But first, what is workforce planning? This definition from BusinessDictionary.com puts it pretty well: