Replacing an employee costs a company roughly 33% of the employee's annual salary. That’s only the direct cost. High turnover also costs in terms of productivity and company morale. That’s why employee retention of productive employees is a metric that reflects well on everyone, not just human resources.
Our pre-employment screening process will help you weed out the bad candidates so they don’t become bad employees. However, you might have made a few mistakes before you hired us. If that’s the case, here’s a few helpful tips on dealing with bad employees.
Finding the right background check companies to work with ensures that you get a clear look at a job candidate’s work experience. Unfortunately, it’s one of the areas where people can supply false information.
By now everyone understands that running a preemployment background check is the best way to make sure that you’re getting good employees. Making sure that document is thorough is a priority. Here’s a preemployment screening checklist that you can use to make sure the one you have in place is good.
When you are considering what you need to have by way of background checks for employers, it pays to be thorough. Here’s a list of some of the things that you need to consider.
There are many benefits of maintaining a diverse workforce including higher revenue, better job performance, a more recognizable and trusted employer brand, and a growing customer base.
Employers can no longer rely solely on resumes and candidate interviews to make a sound hiring decision. While both are an important part of the recruitment process, neither accurately report past performance, behavior, and other risk factors that could make a candidate a potential bad hire for a company. Having a pre-screening, or pre-employment screening process in place will help illuminate any risk factors that may be present before hiring an individual to your team.
How can your company make the best use of social media in your recruitment process? Many companies are asking the same question. With many different social media channels, use cases for the job seeker vs. the employer, and finding time to execute a social media strategy to completeness can be daunting.
The best candidates are searching for a great place to work in addition to a job that is a good fit for their skills when looking at job descriptions. They want to impact your organization, grow personally, and connect in a meaningful way with their colleagues. To find these candidates, you must focus on employer brand in your job descriptions. Communicating your employer brand to candidates within the job description can help your candidates answer these questions:
Taking the time to hire individuals that suit your company, who want to help your company reach its objectives is imperative to its success. For decades, companies have approached recruiting with a fill-the-position-quickly mindset. This is a mistake. As we grow in HR, and learn new strategies, it is becoming the norm to have a complete talent acquisition strategy in place of simple recruiting.
Every decision to hire a new employee, whether your company is small or large, represents growth and should be celebrated. What a great feeling it is to have a flourishing company!
By now, you know that having a talent acquisition strategy is key to the success of any company’s workforce.
Undertaking the implementation of a new talent acquisition strategy is no small feat. There are many moving parts in the project from team alignment to reporting the results of your efforts.
We’ve all heard that improving your employer brand is important. You’ve probably read many articles about how to improve your branding strategy, but why is it such an important topic?
With every new year comes new industry trends, and 2018 is no different. The recruitment process is an ever-changing landscape.
Having a competitive advantage in your industry can be difficult to accomplish without the right workforce in place.
Replacing employees is expensive.
A reference check is an integral piece to vetting a candidate before hiring. The other various checks typically run, like education and criminal background, are important too.
Both employers and employees have questions about how the verification process works and what can be done.
Small business owners often wear many hats within their organizations, including that of the Human Resources Director. Because owners are not only busy but also not HR professionals themselves, these businesses tend to struggle completing certain HR tasks.