It’s not often that businesses face a pandemic. An early 2020 survey found that 51% of companies have no plans for how to address this type of emergency, while 92% said working from home is their primary option when working at the office is not possible. In uncertain times like these, business continuity planning is important as owners look for ways to continue operations through temporary disruptions.
The demands of each organization’s Human Resources department are numerous; ensuring the timely fill of position openings, answering payroll questions, handling conflict between employees… How can one possibly figure out a way to prioritize work tasks effectively when almost everything is a priority?
In most States, companies are free to adopt “At-Will” employment policies. Essentially, “At-Will” means that an employer has the right to terminate the employee at any time, for any reason. Terminating an employee can be one of the most challenging and unpleasant aspects of a manager’s duties. Termination of employment is a serious action and is usually the next step after a series of disciplinary actions.
In Corporate America, two out of three companies have an employee referral program in place. At the same time, referrals are the first source of new hires. According to Forbes Contributor Jeff Hyman, most companies today get introduced to superior candidates through current employees. Referred candidates are typically a better culture fit, they reduce the time-to-hire and the cost-per hire, their retention rates are higher, and they also generate the best return on investment. Without a doubt, the value that employee referral programs bring is clear and compelling.
For decades, contingent assignments were being viewed as alternative work options, often as supplementary to full-time employment. In today’s market, this segment of the workforce has become mainstream. Skill shortages, the low unemployment and the low birth rate are pushing organizations to re-think their talent acquisition strategies. Making strategic decisions when it comes to attracting and retaining talent is more crucial to business growth than ever.
How much do you know about Generation Z? Just when organizations started to understand the Millennial generation, a new generation – Generation Z – is starting to emerge. People born from 1995 onwards are now starting to enter the workforce and earn their own income. According to Matt Kleinschmit, blog author at Vision Critical, their habits differ from previous generations, and there is still a lot of research to be done.
In today’s labor market, companies cannot afford to make mistakes that would discourage candidates from accepting a job offer or potentially applying for a different position in the future.
Surveys suggest that independent consultants are the most satisfied worker group in the US. Nevertheless, businesses should consider all evidence of the degree of control and independence in the employer/worker relationship. Whether a worker is an independent contractor or employee depends on the facts in each situation.
Direct hire is one of the fastest-growing segments, with roles that would have been temporary less than a decade ago now being posted as full-time. There are, however, several benefits in going the temp-to-perm route versus hiring a candidate directly.