As most HR managers can attest, employee turnover is pricey. In addition to the cost of lost productivity, finding the best candidates to fill vacant roles can be time-consuming, frustrating, and expensive. Once you’ve found the right person, getting them onboarded, trained, and up to full productivity takes even more time.
Even in the best of times, keeping your recruiting operation running smoothly can be a challenge. You know that maintaining a pipeline of passive job seekers is a best practice, but with all the other duties crowding your schedule, you may not have the time.
It’s even more stressful in competitive hiring markets, when the task of filling crucial roles in a timely fashion may become a time-consuming and frustrating exercise. External recruiters can help fill in the gaps, but relying on them too heavily will get expensive fast.
Building a strong employee referral program is a great way to minimize this struggle. By incentivizing your existing employees to tap into their professional networks, you can gain access to a pool of qualified candidates. This reduces the cost and workload of recruiting, and increases the likelihood of hiring people who will be a positive addition to the company’s culture.
If your workplace doesn’t currently have an employee referral program, here are some pointers to help you get started:
As the dog days of summer wear on and the Supreme Court is done handing out verdicts about workplace concerns (and all other issues) for a few months, it may seem like workplace news would slow down. But as long as human beings work together, issues will arise and news stories will abound, even in July. Here’s your catch-up on what’s happened in the world of work this month:
What’s the first thing you do before you buy a new piece of furniture? Visit a new restaurant? Book a room at a hotel? If you’re like 93 percent of consumers, according to data from Podium, you turn to online reviews to inform your purchase decisions.
When it comes to making a choice, people are more likely to seek out and trust insight from their peers as opposed to the information shared by the businesses themselves. And as it turns out, people rely on word-of-mouth whether they’re buying a pair of shoes or applying for a job.
In fact, job seekers read an average of six reviews before applying for a job opening, according to Glassdoor. And 69 percent of people say brand strength is either important or very important when deciding whether or not to accept a job offer, according to an MRI Network study.
As an HR manager, this can sometimes be frustrating. While you work hard to foster a healthy employer reputation by enhancing the workplace culture, even just one negative review can repel potential applicants. And the more negative reviews you earn, the harder it becomes to redeem your reputation, attract top talent and keep your organization thriving.
Here are a few tips to help you better manage your employer reputation and overcome negative reviews:
In 2018, a Bureau of Labor Statistics survey found workers were quitting their jobs at the highest rate since 2001, according to Bloomberg. And while stagnant wage growth may have many workers seeking positions with higher pay, there may be another reason why employees are walking away from their respective posts.
A healthy labor market means that the power has shifted from employers to employees. In other words, people know what they want and, if their current employers aren’t willing to oblige, they’re ready to find what they’re looking for elsewhere.
As an HR professional, this puts you in a tricky spot. On the one hand, you want to reduce turnover and help provide better experiences for your workforce. But, on the other hand, giving in to your workers’ every whim can set a dangerous precedent (and quickly consume your budget). Plus, employees aren’t always forthcoming about their wants and needs.
So what can you do? Here’s a breakdown of the five most common employee demands and expectations, and how you can prepare for each: