A job application is the first contact many companies will have with potential future employees or, in some cases, customers. That’s one reason it’s so critical to handle the recruiting process with finesse. Bad recruiting experiences negatively impact a brand’s reputation, and can undo goodwill earned by strong products or good customer service.
But some organizations are stuck in the past, repeating the same actions that turn off potentially great employees from applying for other positions or from buying their products in the future. How can you avoid falling into that trap? Take a look at your recruiting and hiring practices for the following worst practices:
While many of us were focused on year-end processes and keeping employees in check at the company holiday party, regulations surrounding the workplace were bouncing all around. From wage increases to immigration form revisions and an ever back and forth FLSA, December kept our heads spinning. Good thing we’ve got AI coming to the rescue. Here’s your HR Roundup for December, full of HR news and trends that closed out 2016.
Whether or not you believe in making new year’s resolutions, the end of the year can be a meaningful time to evaluate what you want to take forward into the next year and what you want to leave behind. This is just as true in your professional life as well as your personal one.
If you work in HR, there are some activities that you need to perform at the end of the year as a matter of compliance, and others that you should consider doing just to set yourself on the right foot for the next year. While it may not be legally required that you examine your policies and practices to make them work better for you and your organization, it can certainly make your workday run more smoothly in the new year.
Here is a checklist to remind you of some of the tasks you need to do by the end of the year, as well as a few that will likely make your life a little easier as you start 2017:
Finally, a compliance calendar for HR and Payroll! If you've ever wondered how to stay on top of everything that goes on in an entire year for Human Resources, this guide is for you. To help you always be a step ahead of 2017, we put together a calendar highlighting some key dates and deadlines for anyone in Human Resources, Benefits, Payroll, or Accounting with important information for reporting and filing, even federal holidays, all in one place.
November is here and everything year-end seems to be right around the corner. But before we dive into holiday mode or open enrollment, let's look back on what happened in HR in October. FLSA changes to overtime rules are just a month away, the blacklisting rule has been temporarily blocked, the EEOC gives us a heads up on what to expect in the coming years, and HR women could be the happiest of all women in the workplace.
While the prospect of creating or updating your paid time off policy may seem like a simple matter of changing a line in the employee handbook, there are actually several important factors to consider. Since the federal government has no official requirements about paid time off, there are endless ways to customize your plan to your company’s needs. This fact also means there is no guideline to use to make sure you’re providing a fair policy for your staff. How you choose to offer paid leave to your employees depends on your employees and your company culture.
Monitoring employee engagement should be part of any productive organization. Not only do engaged employees produce better results, but they’re also less likely to leave your organization in the near future or create negative energy after moving on. High employee turnover costs organizations steeply, financially and in terms of employee morale. That’s why taking the time to monitor engagement and make positive changes in your workplace is a worthwhile investment.