October marks the start of budget season for companies across the country! It’s the time of year where we start to take a look back at 2016 and begin making decisions about what will make the cut in 2017. However, sometimes your organization’s most expensive processes may not be ones that have a formal line item on your budget… yet! Did you know that the average cost to onboard a new employee is over $100 per new hire?
A hasty hiring decision can be costly. Take the time to do your due diligence to ensure that you hire the right person for the job. Rushing to hire will only get you into trouble. Besides social media checks, background checks, and the standard job interviews, you should always call a job candidate’s references. The reference check is your first and sometimes only opportunity to learn about a candidate from an outside source.
If you’ve called into WorkBright in the past 6 months and heard “Ya’ll” on the call - you were definitely talking to DJ. WorkBright’s lone southerner uprooted his life, his wife, and their 2 year old dog Simba to come join the team in January of 2016 and has been emerging as a WorkBright rockstar ever since! Now, it’s your turn to get to know DJ! Check out this short interview with him and if you get him on the line next time you call, ask him about his 15 minutes of fame as the LSU punter… it’s a great story!
Would you ever hire someone without conducting a job interview? _ Of course not. _ Job interviews are an essential step in the hiring process. This is often the first chance hiring managers have to meet job candidates face-to-face. It is the ideal opportunity to get to know a potential new hire beyond their job application, resume, and cover letter. During the job interview, it’s your job to ask candidates in-depth questions to determine if they can do the job, if they will be a good fit for the company, and if they will be an asset to your team.
Where do the majority of job seekers find your job listings? Is it via employee referral programs, social media, job boards, career fairs, word of mouth, or some other recruitment channel? There are a lot of ways to attract people to your company, but one of the most effective recruitment tools is only a click away. It’s your company career site and you need to take advantage of it.
Writing an effective job ad is the first major step in the hiring process. It’s easy to write a basic job ad and post it online in a matter of minutes, but in order to attract top talent you need to spend time crafting an effective job ad that gets the results you are looking for. There is no recipe or formula for a perfect job ad, but it’s a good idea to use the AIDA model.
A new edition of our video blog series, “The Bright Side of HR” is up! Check out the video and the details below and click here to subscribe to our YouTube channel so you don’t miss more great videos in the future! Offer Letters - A Parallel Onboarding Workflow In the traditional HR world, offer letters are typically presented before all other onboarding paperwork making the process slow and linear.
Social media is everywhere. Billions of people use social media on a daily basis to create, share, and exchange ideas, messages, and information. Both individuals and businesses post regularly to engage and interact with people from around the world. It’s a powerful communication medium that provides immediate, frequent, permanent, and wide reaching information. People post their lives on social media for the world to see. Facebook, Twitter, Instagram, LinkedIn, YouTube, and countless other social channels provide a quick and simple way to glimpse into a job candidate’s personal life - both the positive and negative sides of it.
People make mistakes. It happens in life and in the workplace on a regular basis. Unfortunately, common HR mistakes can cause major headaches. Hiring, managing, and dealing with employees is no easy task. If you are an HR professional, learn about common HR mistakes now before it’s too late. Many common HR mistakes may seem harmless at the time, but they can come back to haunt you later on. Whether they lead to costly legal headaches, terrible employees, fines, or extra hours on the job, be proactive about addressing these mistakes before they happen.
These are the top job interview questions that you should seriously consider asking every job candidate: After carefully scrutinizing countless resumes, you’ve finally selected the job candidates that truly interest you. These individuals could be the next addition to your company’s team, but they have to make it through the job interview process first.