Knowing Your Hiring Personality Makes You a Better Interviewer People Relate to Themselves Whether you recognize it or not, most hiring managers have a hiring style that is more reflective of who they are as a person, and not necessarily reflective of the companies for which they work. However, like a duck drawn to water,
A Bad Rep When It Comes to Hiring Will Lead to Less Qualified Applicants Listen to Honest Feedback Think about the last time someone turned down a job offer you tendered. How did that feel? You can tell me it’s none of my business and I won’t be offended, but that gut-kick response does
How to Handle the Departure of Irate Employees Exit Interviews with Irate Employees Are Tricky For the most part, exit interviews are an excellent opportunity for employers to have a final conversation with their departing employees. They can be used to gain perspective from an employee on how well the team is working together and
Handled the Right Way, Problem Employees Can Become Valuable Contributors Fix the Problem the Right Way For the most part, your team is great. They like to collaborate and share ideas, they’re supportive, and they’re (fairly) punctual. (They even got you a Happy Birthday Colossal Crumbs cupcake for your birthday!) But there is one employee
Pros & Cons of Hiring Superstar Employees Meet Martin In the mid 1990s I took a job at a growing startup. The delineation of talent at the office was pretty clear: Four partners (President, VP/Technology, VP/Sales, VP/Marketing) and four employees (Video producer, Graphic Designer, and two Application Developers). Then there was Martin. Martin didn’t work
Honey Badger Don’t Care, But You Should The Honey Badger has developed a nasty reputation over the past couple of years, but does that make him unemployable? The Honey Badger recently applied for an Inside Sales position with Salary.com. In compliance with the EEOC, we at Salary.com have assessed the candidate’s qualifications against the 28
Employers benefit from having both formal performance review and compensation review cycles. Many companies have a semiannual performance review cycle. One of the two reviews often coincides with the normal annual salary review while the other is used sparingly for special or off-cycle salary adjustments. This formal process is helpful because it allows the employer
Pay Structures A company’s pay structure is the method of administering its pay philosophy. The two leading types of pay structures are the internal equity method, which uses a tightly constructed grid to ensure that each job is compensated according to the jobs above and below it in a hierarchy, and market pricing, where each
A Good Pay Philosophy Attracts, Retains, and Motivates Employees What are Pay Philosophies? A pay philosophy is a company’s commitment to how it values employees. A consistent pay philosophy gives the company and the employee a frame of reference when discussing salary in a negotiation. The goal of a pay philosophy is to attract, retain,
Survey Finds More Employees Unhappy & Looking for New Jobs Constantly Will Your Workers Jump Ship? “I’m so sick of this job. I swear, this year I’m outta here!” You may not think so, but it’s more probable than not that your employees are at that point. Forget the fact that the decision to actively
“Hands-Off” Managers Hurt Employee Retention Is “Hands-Off” a Good Idea? It has taken forever to fill that open position on your team, and now you want to get through the next few weeks with as little effort as possible. Just follow this handy guide to make the new hire experience easy for you, the “hands-off”
See How Corporate Policies About Tattoos Affect Hiring, Retention Maybe it’s a tribal arm band, orchids on the lower back playing peek-a-boo with coworkers, or—gulp!—they’re wearing it on their face a la Mike Tyson. But even if it’s that cute little leprechaun on their ankle, our latest survey results show visible tattoos at work could
Employee Retention Myths and Tips EMPLOYER MYTH #1: Employees are browsing but not actively looking around for new jobs FACT: Over 60% of employees are actively looking to leave their employer within the next three months. Additionally, the intensity of employees’ job search is grossly underestimated by many employers. Many employers understand that their employees
Reason No. 1: Your Leadership Doesn’t Care “Why Do I Hate My Job?” Whenever people attend a cocktail party, invariably someone in the room will have an occupation that others will solicit for some (free) advice. Medical doctors are asked “Does this mole look cancerous to you?” Car mechanics are queried whether the “chunka-chunka” sound
Human Resources is supposed to be more strategic these days and yet historically its focus has been on managing and reducing costs. While cutting costs is important, there are several reasons why it is essential that HR shift its focus away from cost cutting and towards increasing output and revenues for the organisation. Hidden Costs
Turning Supervisors Into Coaches: A Three-Step Process Look for Talent or Hire from Within? Who is the best match for your next opening? Should you look outside or hire from within? The jury is still out. Forbes recommends hiring outside for better performance. What if, however, you sided with business leaders like Jim Collins and
Understanding Your Employees’ Skills is the Key to Bridging the Gap The Skills Gap Exists Yes there is a gap, and acknowledging it is half the problem. I was recently reading the November edition of HR Magazine, in which SHRM CEO Henry G. Jackson was discussing the Global Skills Gap: An Opportunity to Excel. He
Performance Review Myths & Tips: Your Employees Don’t Always “Get It” It’s Performance Review Season. Is Your Process Working? Insight from Employees on Performance Reviews and Seven Tips for Everyone to Get More from the Process EMPLOYER MYTH #1: Your employees “Get It.” FACT: Many employees don’t understand how the performance review impacts their compensation.
Descriptions of job titles appear in a variety of forms in the workplace. Recruitment ads, compensation surveys and other benchmarking tools, as well as corporate or departmental development plans all use some method of describing a job. The brief descriptions of highlighted positions that are seen in compensation surveys and other benchmarking tools are called
Employees with Big Egos Can Also Be Big Headaches If Left Unchecked Big Potential, Big Problems The “big personality” at work can be extremely beneficial to business in the right circumstances, but he/she can also present challenges to an employer and to colleagues. These tips offer advice for key ways to deal with a work
