Talent Connection Blog

Authors of the emotional intelligence book The EQ Edge: Emotional Intelligence and Your Success define emotional intelligence as the ability of an individual to form optimal relationships with other people through the attributes of hope, empathy, trust, integrity, honesty, creativity, resiliency, consequence-thinking, and optimism in order to build stronger social networks and manage difficult situations. So how does this characteristic play a role in the recruiting process? In fact, companies are getting more efficient with their hiring processes. Instead of focusing on skills and experience, which can be taught and trained, hiring managers are now more focused on recruiting for

There’s a common saying that people quit their bosses, not their jobs. Anyone that has been in an unappreciated role or dealt with unappreciative staff or managers can probably relate to this saying. Employee recognition is the most important thing you can provide your employees. To some degree, it has more of an effect on an employee’s satisfaction than their paycheck does. Use this new year as a fresh start for approaching new employee appreciation tactics. Test recognition ideas by surveying your current employees Incentivize “extra mile” efforts Speak out on social media Allow employees to work on their passions

You’ve probably heard a million times that employee recognition and appreciation is important—and it really is. But what exactly does it accomplish, besides letting the manager feel like a nice guy for a bit? Well, there are actually several benefits and effects of appreciating employees, both for the manager and for the employees themselves. When managers are considered to be effectively recognizing their employees, studies found that they: Have lower turnover rates compared to other managers Achieve better organizational results Are viewed as being much better at goal-setting, communication, trust, and accountability Also, a Global Recognition Study found that there

With the arrival of 2018 comes the arrival of 2017 high school grads—also known as gen z. This is the first wave of this generation joining the workforce and, just like with any generation, it’s important to make an effort to cater to the right ones. The hiring methods commonly used for previous generations may not be the best approach with this group. Think of these talking points for hiring gen z when making any moves toward new hires. Remember what makes them tick—both in a positive and a negative way. There are three talking points to try that will

Generation Z is the newest generation to enter the workforce—and sooner than you would think. Almost half (47 percent) of gen z surveyed said they would be willing to get a job right out of high school, and 60 percent agreed they would choose employers offering education in their desired field rather than pursuing a college degree. But that’s not the only important thing to know about them. In fact, there are several factors for recruiting gen z workers that you should be aware of. Like we said before, they are early birds when it comes to joining the workforce.

It is no secret that company culture and performance are related. But as it turns out, the relationship is one-sided. A recent study shows that, although positive culture has an effect on performance, peak performance isn’t enough to ensure positive culture.  With that said, it is important to realize that it is detrimental to focus solely on performance. And that’s not the only benefit of a healthy company culture. In fact, there are several benefits that will convince you to invest in company culture improvements: Identity – A company culture provides your organization with a unique identity that highlights the

If your HR operations are seeming a little lackluster, it could be time to reevaluate common practices. A Bersin study evaluated and produced a list of best HR practices so you can work on rebuilding your flaky HR operations. Starting from the smallest to the largest impact on the organization, here are the top 10 most rewarding practices for your HR department. Outsourcing HR services strategically – 10 percent impact Improving line manager capabilities – 10 percent impact Developing internal HR skills – 13 percent impact Measuring both HR operations and business metrics – 19 percent impact Improving employee-facing HR

The employee selection process has many components that make it complete and effective. Lacking one component can negatively affect other components, and can thereby affect the whole process. It is important to have an understanding of, and plan for, each part of the process. The parts are as follows, almost always in this order: Recruitment Reviewing Screening Interviewing Selection Testing The process starts with recruiting possible candidates. This can vary by organization, but as a rule of thumb, social media is one of the most viable ways to make your business visible to those you want to attract. Next is

Employee performance reviews are essential for both manager and employee. They give the manager a look into the employee’s improvements and detriments while simultaneously giving the employee an idea of how they are perceived by the workers and managers around them. The importance of employee performance reviews is unwavering; however, the methods vary from organization to organization. Luckily, there are some core principles that can apply to any employee performance review process. Remember, performance reviews are a time to discuss and work on positive or negative performance. Introducing a performance critique for the first time in one of these meetings

Every year, 10 to 15 percent of organizations have to go through the process of obtaining and training a new CEO, due to retirement, dismissal, illness, or any other unexpected reason. Despite the number of companies going through this process each year, only 54 percent of companies surveyed are actually grooming a possible successor, and 39 percent of organizations have no viable candidates readily available. When it comes to inside vs. outside hires, 20 to 30 percent of organizations surveyed choose an outside hire over someone inside the company. Whether inside promotion or outside hire, the desirable traits in a