Recruiting is a totally different function than it was just 10 years ago. The traditional role of the recruiter has expanded and evolved so drastically it can feel nearly impossible to keep up. Latest tools, best practices, and an ever-growing list of new job requirements for talent acquisition specialists requires a constant need to evaluate, assess, and optimize the recruiting process. Let's do a quick audit of the common signs of a broken recruiting function.
Employment Enterprises Blog
There’s an old saying that says, “Employees don’t leave jobs, they leave managers.” And it’s often true. Throughout my career, I’ve talked to hundreds of employees who love the company and their work, but they can’t stand their manager. So they leave. Sometimes they will just transfer to a different department or another location. Sometimes they will leave the organization all together.
If you ask most CEOs what makes companies successful, there’s a good chance their answer will include the quality of the people that work there. Great talent tends to make for great companies, and we know that maintaining a top-notch workforce depends on recruiting the right people. But it also depends on retaining them.
I have an employee out on FMLA. They were paying for their portion of the health premium, but for the last month, they did not. Should I cancel their health insurance?
Most companies prepare safety programs because of requirements for local and federal compliance. But a good safety program can do far more than simply keep you on the right side of the law. By helping you ensure that you have the right systems and programs in place, a safety program can help to ensure that your employees don’t get injured on the job. Because they are probably your company’s greatest asset, and are critical to meeting the needs of your customers, keeping employees safe and healthy also keeps your business safe and healthy.
Companies want to attract the best talent. People want to work for the best companies. The definition of "best" varies, of course, but that's the beauty of a brand: it doesn't have to be “one size fits all.”
I keep everything. I am always afraid of throwing items away that deal with my employees. Does it matter? Why shouldn’t I just keep everything?
Under the direction of Reed Hastings and Patty McCord, Netflix prospered with groundbreaking HR policies, which Patty wrote about in “How Netflix Reinvented HR.” The first of five basic precepts that drove Netflix’s HR policies is, “Hire, reward, and tolerate only fully formed adults.”