In the wake of the pandemic, businesses need a smart game plan to reopen, and survive and thrive. That goes beyond incorporating general government health rules and guidelines—sure they’re a must-do, but they only set the minimum requirements. Each company’s reopening will likely look different. There’s no one-size-fits-all strategy. “It is the responsibility of each company…
Have you done a quick inclusion audit lately? On the recruiting side, your sourcing and hiring should be close as possible to bias-free. That may not require resorting to blind recruitment – removing personally identifiable info from job applications. But it might. Being inclusive also involves accessibility, adhering to human rights standards, and hiring more…
Determining how to hire for fit is a huge recruiting challenge — and one that can have big implications to productivity and the overall office culture you’re trying to create. For one thing, it’s easy to confuse hiring for chemistry with hiring for fit. Chemistry is when you click with the candidate in the interview…
To get the best candidates for your company, you’ve got to sell the individuality of your workplace culture.
If you’ve been playing whack-a-mole with your salary listings, think about how it hampers candidates. Still keeping salary a secret in job ads? Sure it hoovers in a wider spatter of applicants. Maybe one will be that superstar you wouldn’t have sucked up otherwise. Then again it could clog the canister, vacuuming in mostly fluff and dander.Openly publishing pay cleans the recruitment nozzle, and helps make the hiring engine run smoother. There are some glitches too, so don’t turn on the power scrubbers lightly.