Companies need to identify talent and create a leadership pipeline, so people are ready for promotion when opportunities arise. At the same time, when employees are promoted into leadership roles, they must be provided with leadership training as more effective leaders create more effective teams and employees. Below are five ways to improve the capabilities and performance of your leaders. 1. Set better internal goals and priorities First, define what it means to be a good leader in your organization and how your current workforce can get there. Your leadership goals should be clear and easy to understand, with objective
Often overlooked and regarded as easily replaced, mid-level personnel plays a more integral role in the day-to-day operation of your business than you might realize. They have the power to make or break your business. According to the U.S Bureau of Labor Statistics, in 2021, resignation rates were the highest among mid-career employees between 30 and 45 years old, which was relatively uncommon earlier. Therefore, your company must carefully select the individuals you choose to fill these roles and invest in their ongoing satisfaction. Below are five ways to get the most out of your mid-level workforce: 1. Operate with
Hiring assessments come in all shapes and sizes. Pre-employment testing, employment assessments, recruiting assessments, pre-hire assessments… the names may vary, but the goal remains the same: make more successful hires. To accomplish this using hiring assessments, it’s important to choose the RIGHT assessment for your business. There are three main categories of hiring assessment types: personality assessments, cognitive ability assessments, and skills assessments. Personality assessments reveal personality factors and interpersonal skills, such as those that compose the popular Five-Factor Model, which consists of openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism. While these can provide information that’s enjoyable to digest,
A record 4.5 million American workers quit their jobs, and employers posted 10.6 million job openings in November 2021. Recent surveys reveal that workers are walking out the door searching for work-life balance, appropriate compensation, and benefits – and people may continue to quit in large numbers throughout 2022. In this era of the Great Resignation and war for talent, recruiters and executives can no longer believe that candidates for their jobs are ubiquitous and employees are fungible. Instead, businesses must immediately implement employee-centric policies to nudge out the competition to attract and recruit the top talent in today’s competitive
The idea behind hiring assessments is to distinguish a person’s qualifications during the hiring process. Employers use assessments as tools to narrow down those candidates being considered for a specific job. The assessment is completed by the candidate, either in person or online, and reveals underlying qualities that are otherwise difficult to portray on their resume or during the interview. In some cases, if someone has already been offered a position, the assessment may be administered to evaluate his or her potential for future development. It’s important to remember that different types of assessments are designed to serve different purposes.
In the past 12 months, over 19 million US workers have quit their jobs, and it’s getting even worse since employees are willing to quit without another job in the pipeline. Instead of investigating the true causes of attrition, many companies are jumping to well-intentioned quick fixes such as increasing financial perks, offering bonuses, and promoting employees. This transaction might be a short-term solution; nonetheless, with other companies offering the same or more, employees are switching jobs and sometimes entire industries. To start turning attrition into attraction, companies must make an effort to strengthen the relational ties people have with
Teams are a critical part of today’s workforce. One wide-ranging study across industries found that 75% of cross-department teams are dysfunctional. Some of the reasons for failure include problems with coordination, motivation, competition, and waiting too long to address these issues. This article discusses using assessments for effective team development to build trust, mitigate conflict, encourage communications, and increase collaboration. 1. Define the hallmarks of a strong team Before using assessments to uncover performance issues, identify how your company defines the hallmarks of a strong team. Typically, the strongest teams are characterized by transparent and fair communication. They also have
All HR managers and recruiters understand the importance and benefits of standardizing and optimizing the interview process. Yet, many fail to realize the consequences of providing a poor experience to candidates during the selection process. A poor candidate experience can directly affect a company’s reputation. A recent survey suggests 72% of job seekers report bad candidate experiences on sites like Glassdoor, social media, or directly to a colleague or friend. It can discourage good candidates from applying, limit a company’s future talent pool, and increase hiring costs down the line. Below are five hiring etiquettes that can significantly improve candidates’
Every organization understands that acquiring the best people and developing and retaining them is critical to gaining a competitive advantage. Companies are looking to leverage HR assessments to create synergies between talent acquisition and development initiatives. Yet, several businesses struggle to use these tools effectively for their unique business needs. This article highlights basic concepts about HR assessment tools that can add tremendous value to your selection and development process. 1. Understand the four V’s – Vision, Validity, Verification, and Value There’s a wide range of HR assessment tools, methods, and strategies you can use to evaluate your candidates’ competencies
With the impacts of the pandemic and rising attention to race and gender-based issues, employees are seeking companies that demonstrate commitment to Diversity, Equity, and Inclusion (DEI). Building a workforce characterized by DEI has delivered vital benefits to businesses. Yet, many companies are struggling to push DEI efforts. Let’s dive into how DEI considerations can be embedded to build and maintain diverse, equitable, and inclusive workplaces. What is DEI? Let’s first understand what DEI is. Diversity is the presence of differences within a given setting. Equity ensures everyone has access to the same treatment, opportunities, and advancement. Inclusion refers to how people with